Workplace & Employment Investigations
When a complaint lands, get the facts right the first time.
Neutral, third-party investigations into workplace misconduct, harassment, discrimination, and insider risk, built to reduce liability and stand up to scrutiny. Former FBI agents and attorneys. Licensed in New York State.
Former FBIAttorney LedLicensed in New York State
The Workplace Reality
Complaints are rising, and so is what they cost.
Discrimination and retaliation charges keep climbing and recoveries are at record highs. When a complaint lands, a prompt, neutral investigation is what protects both your people and your organization.
88,531
EEOC discrimination charges filed in FY2024, up 9% in a year
$700M
recovered for workers in FY2024, an EEOC record
47.8%
of charges alleged retaliation, the single most common claim
97%
of the EEOC's court resolutions end in its favor
Source: U.S. Equal Employment Opportunity Commission, FY2024 enforcement and litigation data.
What Complaints Look Like
Retaliation and harassment lead the list.
Retaliation has been the most common charge for seventeen years running, ahead of harassment and discrimination. That order matters: retaliation usually follows a complaint that was handled badly. A neutral investigation done right is how you resolve the first issue without creating a second one.
Most common bases in FY2024 EEOC charges
Retaliation and harassment lead the complaints employers face. A single charge can raise more than one issue.
Retaliation47.8%
Harassment40.4%
Disability38.0%
Race34.2%
Sex30.4%
Source: U.S. Equal Employment Opportunity Commission, FY2024 charge statistics.
What's at Stake
Most of the cost lands before a courtroom.
In fiscal year 2024 the EEOC recovered nearly $700 million for workers, and the large majority of it came through the administrative and settlement process, not through trials. That is the point most employers miss: the outcome is shaped long before a courtroom, by the strength and credibility of the investigation on record. A documented, neutral investigation is your strongest position.
How the EEOC's record FY2024 recoveries break down
Most of what employers pay is recovered before a courtroom, in the settlement process.
Private & state/local settlements$469.6M
Federal workers$190M
Litigation resolutions$40M
Source: U.S. Equal Employment Opportunity Commission, FY2024 monetary recoveries.
What We Investigate
Neutral investigations that hold up.
We conduct independent workplace investigations into harassment, discrimination, retaliation, and misconduct. We interview the people involved, gather the evidence, weigh credibility, and document impartial findings, so you can act with confidence and defend the decision if it is ever questioned. The value is our independence: a neutral investigator removes the bias and conflict that an internal review cannot.
Harassment & hostile work environmentDiscrimination complaintsRetaliation claimsWorkplace misconductEmployee theft & fraudPolicy & code-of-conduct violationsInsider threat & data misuseBackground & pre-employment screening
How We Work
How we run a workplace investigation.
Neutral from start to finish, and documented so the findings protect everyone involved, including the organization.
01
Confidential intake
We learn the complaint, the parties, and your policies, and set a scope that keeps the process fair and confidential.
02
Neutral investigation plan
We build an unbiased plan that protects the rights of the complainant, the respondent, and the organization alike.
03
Interviews and evidence
We interview the complainant, the respondent, and witnesses, and gather the records, messages, and documents that matter.
04
Credibility and findings
We weigh the evidence and the accounts against each other and reach supported, impartial findings, not assumptions.
05
Documented report
You receive a clear, defensible written report that you and counsel can rely on and stand behind.
06
Guidance on next steps
You get findings you can act on, with the documented record to support whatever decision follows.
Why Insight
Federal experience. Legal discipline. Findings that hold.
Our team brings more than 70 years of combined investigative, intelligence, and legal experience to the private sector.
Former FBI and national security
Our investigators come from the FBI and national security backgrounds, trained in interviews, evidence, and complex investigations.
Attorney led, built for scrutiny
Attorneys guide every case, so the work respects the rights of all parties and stands up to legal and regulatory review.
Licensed in New York State
We are fully licensed New York State investigators, working within state privacy, surveillance, and investigative law.
Neutral, impartial, defensible
We report only what the evidence supports, which is the neutrality that makes a workplace finding hold up.
Questions
Common questions about workplace investigations.
What is a workplace investigation?
It is an independent, neutral look into a complaint or suspected misconduct: interviewing the people involved, gathering evidence, weighing credibility, and reaching impartial findings, documented so the organization can act and defend the decision.
Why use a third-party investigator instead of HR?
Neutrality and defensibility. An outside investigator removes internal bias and conflicts of interest, and a prompt, thorough, independent investigation is central to an employer's ability to limit its liability and show it took the complaint seriously.
What kinds of matters do you handle?
Harassment and hostile work environment, discrimination, retaliation, general misconduct, employee theft and fraud, policy and code-of-conduct violations, and insider risk, for organizations and the counsel who advise them.
Will your findings hold up if we are challenged?
That is the standard we build to. Our investigators are former FBI, our work is attorney guided, and our reports are documented to withstand legal and regulatory scrutiny, including in litigation.
Handle the complaint right the first time.
Speak with a licensed New York State investigator, in complete confidence. Former FBI, attorney led, and built for court.
Sources & Data
U.S. Equal Employment Opportunity Commission. FY2024 enforcement and litigation data: charges filed, record monetary recoveries, and the most common bases alleged in charges. Charge basis percentages exceed 100 because a single charge can allege more than one issue.
U.S. Supreme Court, Faragher v. City of Boca Raton and Burlington Industries v. Ellerth. The affirmative defense that makes a prompt, thorough, and neutral investigation central to limiting an employer's liability for harassment.
Former FBI professionals, attorneys, and national security experts delivering high-integrity private investigations built for legal, corporate, and high-risk environments.
INSIGHTS
- The Insider Threat Sitting Inside Your Company Right Now
- Due Diligence Failures That Cost Companies Millions
- Before You Sue, Know the Facts: Why Smart Attorneys Use Investigators Before Filing
- Social Media Never Forgets: How Digital Investigations Expose Contradictions
- The CFO Is Not the Only Risk: How Internal Fraud Hides in Plain Sight
Reach Us
We are diligent and determined because we care about our clients.
1335 Jefferson Rd, Rochester, NY 14623