Investigations

Independent Workplace Investigations & Compliance Review

When allegations of misconduct arise in the workplace — including harassment, discrimination, retaliation, fraud, or policy violations — employers must respond promptly, thoroughly, and fairly. A properly conducted workplace investigation helps organizations protect employees, comply with legal obligations, and reduce the risk of litigation.

Bean, Kinney & Korman conducts independent workplace investigations for employers throughout Virginia, Maryland, and the Washington, D.C. region. Our attorneys approach investigations with objectivity, discretion, and a clear understanding of employment law requirements.

We help organizations respond to complaints in a manner that is defensible, compliant, and respectful of all parties involved.

Workplace Investigation Services

Harassment & Discrimination Investigations

Allegations of workplace harassment
Claims of discrimination or retaliation
Review of workplace conduct and policy compliance
Investigation of complaints filed through internal reporting channels

Prompt and impartial investigation is often required under employment laws and internal policies.

Internal Misconduct Investigations

Employee misconduct allegations
Violations of company policy or code of conduct
Conflicts of interest or ethical concerns
Workplace behavior investigations

Independent review can strengthen credibility and reduce organizational risk.

Executive & Leadership Investigations

Allegations involving senior leadership
Board-level investigations
Governance-related misconduct inquiries
Reporting to boards or executive leadership

Sensitive investigations involving leadership require careful handling and discretion.

Investigation Process & Documentation

Witness interviews and evidence collection
Review of communications and relevant documents
Preparation of investigation reports
Recommendations for corrective action or policy updates

Clear documentation is essential for defensibility if litigation arises.

Preventive Compliance Reviews

Review of workplace complaint procedures
Policy and training assessment
HR process evaluation
Risk mitigation strategies

Preventive review helps organizations address issues before they escalate.

Who We Represent

Our Investigations practice serves:

Small and mid-sized businesses
Government contractors
Healthcare organizations
Professional service firms
Nonprofit organizations
Corporate leadership and HR departments

We work closely with employers seeking fair, objective, and legally compliant investigations.

Why Independent Investigations Matter

Independent legal investigations can provide:

Neutral third-party credibility
Attorney-client privilege protections when appropriate
Clear investigative procedures
Structured documentation
Reduced exposure to discrimination or retaliation claims

Employers benefit from objective investigation when allegations involve serious misconduct or potential legal exposure.

Workplace Investigations FAQs

When should an employer conduct a workplace investigation?

An investigation should begin whenever an employer receives a credible complaint of harassment, discrimination, retaliation, or serious misconduct.

Who should conduct a workplace investigation?

Investigations may be conducted internally or by outside counsel. Independent counsel is often advisable when allegations involve leadership, legal risk, or potential litigation.

What does a workplace investigation involve?

Investigations typically include interviews with witnesses, review of documents and communications, and preparation of findings based on evidence.

Can investigation findings be used in court?

Yes. Investigation records and procedures may be reviewed during litigation to determine whether an employer responded appropriately to a complaint.

Are investigations confidential?

Employers typically seek to maintain confidentiality, although information may need to be shared with individuals involved in the investigation or in legal proceedings.