The Woodlands Consulting Group



  The Woodlands Consulting Group

Third Party Workplace Investigations Houston

Workplace Investigations  Texas  Houston

Allegations of discrimination and workplace misconduct can occur at any company at any time.  Companies must address all forms of harassment, bullying, claims of discrimination, violation of work policies, and other workplace complaints.  It has become increasingly clear for many companies that to eliminate harassment and claims of discrimination at work, it is necessary to change the work environment.

What does change look like?  Of course, employees want to work in a safe and supportive environment, and taking a proactive vs. reactive approach to sexual harassment, age/gender/race discrimination, and workplace misconduct is a crucial first step. 

Employers want to recruit, train, and retain employees.  Furthermore, it is imperative to understand that an employer’s good-faith effort to comply with Title VII’s prohibition of unlawful workplace discrimination and harassment and prevent such misconduct in the workplace may limit or eliminate potential liability for statutory punitive damages.

In addition, starting an investigation sooner rather than later gives an employer a better chance at gathering the most relevant information because as time goes on, facts get cold, memories fade, and employees leave.  Employers must be ready to conduct a prompt and thorough investigation.  They must also be mindful of protecting the reputation and rights of all parties involved.







  • Discrimination (Age/Gender/Race)

  • Harassment (Sexual and other)

  • Health and Safety Violations

  • Workplace Violence or Threats

  • Workplace Drug and Alcohol Use

  • Violations of Employer Rules

  • Theft or Fraud

  • Bullying

  • Other Alleged Criminal Activity



  • Free from actual or apparent bias or conflict of interest

  • Objectivity and Impartiality

  • No history with the complainant

  • Independent from the HR department

  • No history with other personnel

  • Complaint may involve HR personnel

  • Complaint may involve department head

  • Timing/Size of Investigation



  • Minimizing business risk

  • Identifying areas of improvement in business operations

  • Removing certain individuals from the company

  • Recovering company assets that were lost because of the misconduct

  • Obtaining the criminal prosecution of those involved

  • Protecting the company’s public image and reputation

  • Preparing for anticipated civil or criminal litigation involving the company

We work as an independent fact-finder.  An effective investigation requires considerable pre-planning before the first witness is interviewed. In many cases, what a company does before the investigation can be as important as the actual findings of the investigation.   We conduct a thorough and well-documented investigation with personal and professional integrity in reporting unbiased facts and maintaining confidentiality to all participants to the fullest extent possible.  We report all findings back to the company about a specific complaint and any related complaints that might surface.

We have investigated workplace complaints - from all types of harassment and discrimination to retaliation and many other kinds of employee misconduct.  Contact us to learn more about our services.



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