What We Do

Investigation of Staff Misconduct

  • Prepare preliminary reviews and case assessments of allegations
  • Conduct investigations into allegations of misconduct/wrongdoing including, but not limited to, fraud, theft, and misconduct regarding staff, vendors and third parties
  • Conduct site visits to gather physical evidence and examine work records and related documents
  • Conduct interviews of complainants, witnesses and subjects to gather facts during investigations
  • Review and analyze data and records to determine whether evidence of waste, fraud or misconduct exists
  • Draft, prepare and review investigation report, setting out concise findings, analysis, conclusions and recommendations based on evidence
  • Prepare case closure report
  • Participate in investigation missions in consultation with organization and other stake holders

Investigation of Sexual Harassment, Abuse of Power, and Sexual Exploitation and Abuse

  • Undertake investigations of allegations of abuse, sexual exploitation and other forms of misconduct against beneficiaries and staff
  • Undertake investigation of sexual harassment allegations of staff, consultants, interns, and vendors
  • Ensure objectivity, impartiality and fairness throughout investigative processes in accordance with generally recognized international investigative standards and guidelines
  • Formulate investigation plans, review and analyze all information to determine its relevance and reliability, conduct interviews of staff and other involved parties, record interviews, obtain and analyze potential documentary and electronic evidence, conduct investigative research, prepare draft investigation reports, and present investigative results in a clear written form
  • Prepare reports and ad hoc briefs pertaining to investigation in coordination with the organization and other stake holders


  • Support the Organization by providing conflict management services to staff members and non-staff personnel
  • Inform parties in potential or active disputes about informal dispute resolution process
  • Facilitate informal resolution of workplace conflicts helping all parties to explore options and engage in a voluntary and confidential process, acting as a neutral third-party
  • Maintain neutrality and impartiality towards all parties and confidentiality within the process, gather information as appropriate, and help parties identify and understand issues and interests, explore options, and generate solutions to which all parties agree
  • Work collaboratively with relevant actors in the various offices to facilitate informal resolution to employment related problems raised by the parties, when requested
  • Offer creative and expert advice on the best service or dispute resolution technique to meet the needs and preferences
  • Where required, assist in following up with the parties after informal resolution to receive feedback and to advise clients of further services
  • Travel to field offices to respond to conflict situations, as required


  • Present energetic, positive, and productive training sessions for organization’s staff to train new investigators in meeting high quality and integrity standards
  • Train staff with the knowledge of how to properly conduct the workplace or internal investigation to minimize legal liability and reduce employee complaints
  • Provide practical tools, tips, and techniques to improve investigation process skills in handling sensitive and complex employee issues
  • Using interactive exercises trainers will outline a step-by-step internal investigation process that can be applied in all types of investigations, including harassment, theft
  • Learn the legal obligations that require employers to conduct internal investigations
  • How to gather documentary and physical evidence prior to witness interviewing
  • How to establish a chain of custody and a confidential retention process
  • How to prepare questions for witness interviews and select appropriate interviewing locations
  • Prepare a standard format for documenting investigative findings
  • Best practices in handling disciplinary action and terminations and
  • Provide refresher classes and remedial training

Get in Touch

We’re always open for a conversation on how we can help your organization deal with critical misconduct issues.