Independent Workplace Investigations
Impartial. Thorough. Defensible.
I conduct independent investigations into workplace complaints for cities, towns, and companies — producing clear, well-supported written findings of fact measured against applicable policies, procedures, and just cause standards.
A neutral, experienced fact-finder
When a workplace complaint arises — harassment, discrimination, retaliation, misconduct, or a violation of policy — organizations need someone outside the chain of command to look at the facts objectively. As a solo practitioner, I serve as that independent, third-party investigator.
I gather evidence, interview witnesses, and apply the relevant legal standards, personnel policies, collective bargaining provisions, and just cause principles to reach well-reasoned, defensible conclusions — delivered in a clear written report your organization can act on with confidence.
- Licensed attorney with employment and labor law experience
- Trained in trauma-informed interviewing techniques
- Experience with public-sector and unionized workforces
- Reports written to withstand legal and arbitral scrutiny
At a Glance
- Focus
- Independent workplace investigations
- Clients
- Cities, towns, counties & companies
- Deliverable
- Written findings of fact & analysis
- Standards Applied
- Policy, procedure, just cause, law
Investigation Services
Comprehensive support from intake through final report.
Harassment & Discrimination
Complaints involving protected classes, hostile work environment, and unlawful discrimination claims.
Retaliation Claims
Investigations into alleged retaliation following protected activity, reporting, or whistleblowing.
Employee Misconduct
Policy violations, insubordination, workplace violence, and other conduct-related complaints.
Just Cause & Discipline Review
Analysis of disciplinary matters against just cause standards and collective bargaining agreements.
Elected & Appointed Official Complaints
Sensitive investigations involving officials, executives, or department heads requiring outside neutrality.
Policy & Procedure Consultation
Guidance on personnel policy language, investigation protocols, and complaint intake procedures.
How an Investigation Works
A structured process designed for fairness, thoroughness, and a clear paper trail.
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1
Intake & Scope
Review the complaint, applicable policies, and collective bargaining language to define the scope and standard of review.
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2
Evidence Gathering
Collect and review relevant documents, communications, personnel records, and other supporting evidence.
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3
Witness Interviews
Conduct structured, trauma-informed interviews with the complainant, respondent, and witnesses.
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4
Analysis
Weigh the evidence and credibility, and apply the applicable policy, contractual, and legal standards.
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5
Written Findings of Fact
Deliver a clear, well-organized report with findings, credibility determinations, and conclusions.
Who I Serve
Public and private sector clients who need an independent, outside investigator.
Cities & Towns
Municipal governments needing a neutral investigator independent of internal HR or legal staff.
Counties & Public Agencies
Public entities requiring investigations that will hold up to public records requests and legal review.
Companies & Employers
Private organizations seeking an outside investigator to ensure impartiality and reduce liability.
Start a Conversation
Have a complaint that needs an independent investigator? Reach out to discuss scope, timeline, and fees. All initial inquiries are confidential.
Email: ashlee@ashleelogan.com