CRISIS RESPONSE & INVESTIGATIONS
The Truth Matters.
So Does How You Get There.
When workplace issues arise, our experienced investigators provide calm, human-centric, and legally defensible investigations so you can move forward with confidence.
Restore Clarity. Rebuild Trust. Resolve Conflict.
In today’s complex workplace, a poorly handled complaint can quickly escalate into a crisis.
Investigations are more than a legal obligation. They’re an opportunity to uncover the truth, strengthen your culture, and restore trust. Our investigations are timely, impartial, and built to stand up in court—while also honoring everyone involved.
WHY TRUST US
Respected by Employers.
Recommended by Top Firms.
We specialize in high-stakes matters where neutrality, discretion, and legal foresight are critical. We approach every matter with empathy, professionalism, and care. Our findings are delivered with insight and integrity, helping all stakeholders understand the root cause of what happened and why.
Litigation-Ready Process
Investigations conducted by former litigators who know what holds up in court.
Human-Centered Approach
Our empathetic communication builds trust and de-escalates tension.
Crisis Management Skills
We’ve handled the most complex complaints, from C-suite misconduct to department-wide cultural assessments.
Trauma-Informed
Our trauma-informed techniques minimize ongoing trauma and ensure our findings and credibility determinations reflect the complexity of each individual’s perception and experience.
WHAT WE HANDLE
We Investigate It All
Whether the issue involves a single allegation or a broader workplace concern, our team conducts investigations that are thorough, respectful, and rooted in both legal knowledge and emotional intelligence.
- Harassment and discrimination
- Retaliation and whistleblower concerns
- Executive or board-level misconduct
- Workplace bullying and toxic culture
- Leave, PTO, and return-to-work issues
- Ethical violations or conflicts of interest
“Complaints can be scary, but employers must investigate them early to protect the integrity of their business and follow through on the promise they’ve made to their employees to provide a safe, harassment-free workplace.”
– CHANTELLE EGAN
Director of the Investigations Practice Group at Medina McKelvey and Former Head of Crisis Management and Investigations at a National Law Firm
OUR PHILOSOPHY
Five Pillars of a Defensible and Empathetic Investigation
Timely
We act quickly to mitigate risk, meet legal obligations, and avoid letting conflict escalate.
Impartial
Our investigators are neutral fact-finders—not advocates. We create a safe space for all participants to be heard.
Thorough
We go deep, ensuring all relevant facts are uncovered while minimizing disruption to a company’s operations. The result is a clear, detailed, and confidential report rooted in a fair and diligent process.
Emotionally Intelligent
We meet people where they are, using empathy and attuned listening to build trust, reduce defensiveness, and foster honest dialogue. This approach creates a safer space for truth-telling and deeper understanding.
Trauma-Informed
Our team understands how trauma can affect memory, tone, and credibility. Our investigative process seeks to be a part of the healing process, taking care to humanize participants—not retraumatize. This not only supports those involved but also enhances the credibility and defensibility of our findings.
HOW WE WORK
A Clear Process That Restores Confidence
01
Engage Our Team
We’ll learn about your concern and tailor the scope of the investigation.
02
Conduct the Investigation
We interview witnesses, review documents, and gather the facts. Throughout, we communicate clearly and confidentially.
03
Analyze the Findings
Once all facts are collected, we comprehensively analyze the facts, weighing the evidence and making credibility determinations.
04
Deliver the Findings
You’ll receive a clear, confidential, and timely report outlining our findings.
BEYOND THE INVESTIGATION
Proactive Tools to Strengthen Culture and Prevent Crisis
HR and Investigator Training
Interactive training designed to equip your team with the skills to conduct fair, defensible investigations independently.
Investigations Guidance
Real-time legal advice and strategic support for HR-led internal investigations.
Process Audits
Get a privileged, attorney-led review of your current investigation process to improve confidentiality and defensibility.
Remediation Coaching
After an HR-led investigation, a company may need to take remediation measures. We offer one-on-one coaching to correct behavior.
Advantages of a Human-Centric Approach
We don’t simply conduct investigations—we create environments where people feel safe to speak the truth. Our team leads with empathy and emotional intelligence, understanding that every participant experiences conflict differently.
By treating each investigation as part of the healing process, we help restore stability, rebuild trust, and provide insights that go beyond surface-level findings. This is what it means to be truly trauma-informed: not just understanding what happened, but why it happened—and what needs to change.
Emotional Intelligence Offers Better Outcomes
Build trust early and reduce defensiveness
Elicit more complete, accurate information
Minimize stress or retraumatization
Participants feel heard and valued
Frequently Asked Questions
Can my external HR consultant perform an investigation for us?
No. In California, only licensed attorneys or private investigators are legally permitted to conduct external workplace investigations. While internal HR professionals may handle investigations within their own organization, external HR consultants are not authorized to perform this function in California .
Why would I hire a third party for an investigation?
Using a third party ensures a neutral, legally defensible investigation conducted without bias while also showing you are taking the matter seriously. Additionally, MMI offers a human-first, trauma-informed, and emotionally intelligent approach to investigations few other investigators can match, ensuring better outcomes.
Can investigations be conducted virtually, or do they have to be in person?
Both options are available. We perform investigations either virtually or in person depending on your needs and preferences.
Do all workplace complaints need to be investigated?
Employers are obligated to investigate any complaint that involves potential unlawful conduct—such as harassment, discrimination, retaliation, or other violations of law or company policy. Even anonymous reports or concerns raised by a former employee may require a response. When in doubt, it’s best to consult with legal counsel to determine the appropriate response.
Why hire an attorney-investigator instead of a non-attorney?
Attorney-investigators bring both legal insight and strategic foresight. They not only understand the legal standards and potential liabilities involved but can also structure the investigation in a way that supports attorney-client privilege, giving you more control over how findings are used or disclosed if litigation arises.
What is the benefit of a trauma-informed investigation?
Our investigators are trained to recognize the effects of trauma and adapt their approach accordingly, helping ensure all participants are treated with care and professionalism and provide transparent, honest information throughout the process while minimizing the risk of retraumatization.
What is the benefit of an emotionally intelligent approach to investigations?
An emotionally intelligent approach helps participants feel safe, heard, and respected, —which reduces defensiveness and leads to more honest, complete information. It also improves cooperation, and builds trust throughout the process, resulting in investigations that are not only more humane but also more effective.
What’s the process? What can we expect?
We start by gathering information about the issue. We speak with the complainant, the subject, and relevant witnesses. We analyze documents and data, ask targeted questions, and deliver a detailed, impartial report that outlines our findings.
Do you accept referrals?
Yes. We regularly receive referrals from other law firms and in-house counsel who trust us to handle sensitive matters with integrity and clarity. We provide clear communication, status updates, and seamless collaboration with referring counsel or HR teams, —ensuring expectations are met while maintaining confidentiality and neutrality.
Bring Clarity to the Chaos
Let’s uncover the truth, support healing, and restore peace—together.
Lawsuit Prevention
Contact
MEDINA McKELVEY
Roseville
Sacramento
San Francisco
S. Lake Tahoe
Fresno
Los Angeles
© Copyright 2024, Medina McKelvey LLP. All Rights Reserved. Accessibility | Privacy Policy | Terms of Use