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Workplace Investigations · NJ · PA · NY

The first 24 hours decide the lawsuit.

Independent investigations by a 20-year HR executive who's handled hundreds. Built to defeat retaliation claims, withstand deposition, and create the legal record that protects your business.

Book a 45-minute consultation → View all services
Response within 24 hours, every time.
Why a third-party investigator

Internal HR can't do this. AI can't do this.

Documented investigation notes from an objective third party carry legal and operational weight that internal records — and AI summaries — fundamentally lack. Six reasons that matter.

01
Establishes the affirmative defense
Under the Faragher-Ellerth defense (federal) and parallel doctrines under NJ LAD, NY HRL, and PA PHRA, employers can defeat hostile work environment claims by proving they exercised reasonable care to prevent and correct harassment. The single strongest evidence of "reasonable care" is a documented, prompt, thorough investigation by a qualified third party.
02
Removes bias from the record
When the owner or an internal manager investigates, opposing counsel argues bias — "of course the company found their friend innocent." A third-party investigator with no stake in the outcome neutralizes that argument before it's made. The investigation report itself becomes a shield.
03
Creates contemporaneous documentation
Courts heavily favor notes taken at the time of the events, not reconstructed months later when litigation is filed. A third-party investigator produces dated, time-stamped, witness-acknowledged interview notes the same day. Contemporaneous record is admissible evidence; reconstructed memory is not.
04
Captures inconsistencies that vanish
A trained investigator catches what an owner doesn't: the witness who said "around 3 PM" Monday and "after lunch" Friday. The complainant who described the incident one way to HR and another way in their EEOC charge. Inconsistencies documented in real time are devastating to opposing counsel. Inconsistencies remembered later are dismissed.
05
Withstands deposition
An investigation report only matters if the investigator can defend it under oath. A third-party HR professional with 20+ years of experience and a paper trail of methodology has a credibility profile in deposition that internal HR — and AI — fundamentally lack. Plaintiffs' attorneys read CVs before deciding how aggressively to litigate.
06
Defeats retaliation claims
The biggest risk after a complaint isn't the original claim. It's the retaliation claim that follows when the complainant suffers any subsequent adverse action. Documented investigation notes establishing the company's investigation timeline, conclusions, and response actions create the paper trail that defeats retaliation suits before they're filed.
Services & Pricing

Four ways to work together.

From a 45-minute consultation to a full Title VII investigation. Transparent floor pricing — actual engagements scope from there.

Start Here
Consultation
From
$195
45-minute call · same-week scheduling
A confidential 45-minute call to walk through your situation, assess severity, and tell you — plainly — whether you need a full investigation or a different path forward.
  • Triage the complaint or concern
  • Assess legal exposure and urgency
  • Recommend next steps (with or without further engagement)
  • Honest answer on whether you need attorney involvement
Book consultation →
Most Common
Standard Investigation
From
$1,500
Per matter · typically 5–10 business days
For harassment complaints, policy violations, performance disputes, and most workplace concerns. Includes the full third-party investigation deliverable — intake through written findings.
  • Intake meeting with leadership
  • Witness interviews (typically 3–7 witnesses)
  • Same-day documentation with witness acknowledgments
  • Written findings and recommendations
  • Outcome communication coaching
Discuss your situation →
Higher Complexity
Title VII / Complex Investigation
From
$7,500
Per matter · 2–6 weeks typical
For Title VII claims, multi-complainant matters, executive-level concerns, EEOC charge response, and any investigation where litigation is imminent or active.
  • Everything in Standard Investigation
  • Litigation-readiness file (organized for counsel)
  • Coordination with employment counsel
  • EEOC position statement support if needed
  • Available as expert witness in subsequent proceedings
Discuss your situation →
Preventive
Manager Training Workshop
From
$1,500
Per session · 2 hours · in-person or virtual
Train your managers on the first 24 hours of a complaint — what to say, what to never say, what to document, and when to escalate. Single highest preventive investment.
  • Live group session for up to 25 managers
  • Real scenarios from tri-state cases
  • Role-play of complaint intake conversations
  • Manager quick-reference card included
  • Customized to your industry
Schedule training →
How it works

From consultation to written findings.

Most standard investigations close within 5–10 business days. Title VII matters take longer because they require more rigor — that's the point.

1

Consultation (45 minutes)

Confidential call to assess the situation. Triage the complaint, evaluate exposure, recommend a path. If a full investigation isn't the right call, you'll hear that — and what is.

2

Engagement letter

One-page agreement covering scope, timeline, confidentiality, and fee. No surprises. Once signed, the clock starts on the response timeline.

3

Investigation kickoff

Intake meeting with you (and counsel, if involved) to confirm the complaint, identify witnesses, and align on communication during the investigation.

4

Witness interviews

Typically 3–7 witnesses, scheduled within 5 business days. Each interview is documented same-day with the witness acknowledging the accuracy of their statements.

5

Findings & recommendations

Written report within 10 business days of the last interview. Plain English. Specific findings. Clear recommendations. Built to be defended in deposition if needed.

6

Outcome communication

I'll deliver findings to involved parties — or coach your internal leadership through it. Properly delivered outcomes reduce retaliation exposure dramatically.

A $1,500 investigation isn't an expense. It's the cheapest insurance policy on a 5-figure exposure.

Standard investigation
$1,500
Average tri-state harassment settlement
$87,000
Average wrongful termination settlement
$33,000–$58,000
Employment attorney handling same investigation
$4,000–$8,000

A documented investigation by a qualified third-party HR professional doesn't just resolve the situation. It builds the legal record that prevents the situation from becoming a lawsuit.

From Colleagues & Reports

Why Meghan, specifically.

"Meghan's experience and expertise were instrumental in providing real-time solutions to increasingly complex HR situations. She balanced understanding the needs of the company with compassion for the employees."
Jennifer Mueller
Chief Operating Officer, Resort Lifestyle Communities
"Meghan is a rare combination of operator and people strategist. She sees the business issue, the people issue, and the risk — often before others do."
Vanessa Florio, SPHR
Founder, Architect HR
"Her flexibility to move from operations, to Employee Relations, to tax and state laws, is a truly remarkable ability. Meghan is extremely approachable — making any Open Door Policy truly work."
Leslie Wootton
Hospitality Operations Strategist
Common Questions

Before you engage.

When should I bring in a third-party investigator vs. handle it internally?
Bring in a third party when: (1) the complaint involves harassment, discrimination, or a protected class issue, (2) the alleged conduct involves an executive or someone in HR, (3) the situation could result in litigation, (4) you've already received an EEOC charge, or (5) you simply want the protection of an objective record. For most owners, the right move is the consultation — 45 minutes to determine which path actually fits.
How fast can you start?
All consultation requests get a response within 24 hours. Most consultations happen within the same week. Standard investigations typically begin within 3–5 business days of engagement letter signing. If you have an active EEOC charge or imminent litigation, we prioritize.
Do you work with my employment attorney?
Yes — frequently. Many investigations begin with a phone call between Meghan and the company's outside counsel to align on scope and privilege handling. Counsel often prefers to direct the investigation through Meghan because the resulting work product carries different evidentiary weight than an internal HR investigation.
Are investigations confidential?
Yes. Engagement letters include confidentiality terms protecting the matter. Witness interviews are conducted privately. Findings are shared only with parties you authorize. The investigator's notes are protected work product. That protection is part of why third-party investigations carry the weight they do.
What if the investigation finds something you weren't expecting?
An honest investigation goes where the facts lead. If the findings include adverse information about an executive, family member, or owner, those findings still get reported. That's the point of an objective investigation — and the reason it carries legal weight that internal investigations don't. Your decision on how to act on those findings is yours; the integrity of the report is non-negotiable.
Are you a lawyer?
No, and intentionally so. Meghan is a 20-year HR executive — Head of HR for 10,000+ employees, fractional CHRO across multiple industries, and an experienced workplace investigator. The investigation work product is HR work product, not legal advice. When a matter requires legal counsel, Meghan partners with the company's attorneys — and can refer to vetted tri-state employment counsel if you don't have one.
What about pricing for matters that don't fit these categories?
Floor pricing covers most engagements. Unusual scope (multi-month, multi-location, dozens of witnesses) is quoted after the consultation. You'll always know the cost before agreeing to proceed — no surprise invoices, no scope creep without authorization.