Sexual Harassment
Allegations of unwelcome sexual conduct, advances, or other sexually inappropriate workplace behavior.
HR-Magma · Workplace Investigations
Clear facts.
Confident decisions.
Your business comes first. When a serious workplace concern puts trust, performance, or accountability at risk, independent fact-finding helps you understand what happened and decide how to move forward.
Independent workplace fact-finding. Objective findings. Employer-owned decisions.
Discuss an Investigation → Explore Our ApproachWhen independent fact-finding matters
Serious workplace concerns require a thorough, objective examination.
We help employers understand what occurred and make informed decisions. Our clients are employers and businesses only. Our HR workplace investigation services cover sexual harassment, discrimination, retaliation, and serious employee relations misconduct. HR-Magma evaluates each HR investigation request individually. Matters outside our HR investigation services are not accepted under this offering. Retainer eligibility is narrower and is explained below.
Workplace Discrimination
We assist employers in investigating allegations of unequal workplace treatment based on protected characteristics through impartial HR fact-finding.
Workplace Retaliation Investigations
HR-Magma assists employers in investigating allegations of retaliation involving employees or management, including concerns arising after workplace complaints, reports of misconduct, or participation in internal investigations.
Employee Relations & Workplace Conduct
Allegations involving serious employee or management misconduct, material workplace policy violations, inappropriate workplace behavior, or significant employee relations disputes that warrant impartial HR fact-finding. Routine performance management and ordinary workplace disagreements are generally outside the scope of formal investigations.
A clear process, tailored to the facts.
Every investigation is different. We tailor our work to the issues, evidence, and needs of each case.
Clarity before action
Evidence informs decisions.
Independent findings help employers understand workplace concerns, strengthen accountability, and determine appropriate next steps.
What you receive
Documented findings. Clear communication.
Defined deliverables.
Agreed scope and work plan
A clear plan identifying the issues to be examined.
Interviews and evidence review
Appropriate interviews and assessment of relevant information, with a reasonable opportunity for relevant participants to provide their account and respond to material allegations as appropriate.
Written findings report
Documented factual findings, supporting evidence, unresolved issues, and limitations. Findings are evaluated under the assessment standard agreed for the engagement. The report does not automatically determine legal liability.
Presentation of findings
A review of findings with authorized employer representatives.
Choose how we work together
The right investigation support.
A clear way forward.
Ongoing support or one specific case—start with the arrangement that fits your business.
Optional · Separate 12-month contractual arrangement
Ongoing support.
Annual investigation benefit.
Annual investigation benefit.
An optional investigation benefit may be included in a designated 12-month retainer agreement, paid monthly. It does not automatically apply to existing month-to-month retainers.
One qualifying investigation per 12-month contract period
What counts as one investigation. One investigation covers a single, defined HR workplace matter. Multiple related allegations may be investigated together when they arise from substantially connected circumstances. Unrelated allegations or separate workplace matters require separate authorization and may involve additional fees. All work remains subject to the scope and financial limits of the signed agreement.
The allowance is annual, not monthly. An included investigation remains subject to eligibility and the scope and financial limits specified in the signed agreement. One annual investigation does not mean unlimited investigative work.
Eligibility for the annual investigation benefit is subject to case-specific suitability, independence, and the scope and financial limits expressly defined in the signed agreement. Approval of a qualifying case does not waive those limits.
Monthly retainer pricing
Quoted in your signed agreement. Your proposal identifies the monthly fee and whether the optional investigation benefit is included.
Only three eligible HR investigation categories
- Sexual harassment: unwelcome sexual conduct in the workplace.
- Legally protected retaliation: Retaliation for legally protected workplace activity, as defined in the signed agreement.
- Serious employee relations misconduct: Allegations of serious employee or management misconduct involving material violations of workplace conduct policies that warrant formal HR fact-finding. Eligibility is determined under the signed agreement. Routine performance management, ordinary disagreements, and general HR administration are excluded from the annual investigation benefit.
Eligible incidents begin on day 31. Preexisting and related matters are excluded. Payment alone does not activate coverage: a signed agreement is required.
Standalone engagement
One concern.
A clear proposal.
A clear proposal.
Get independent fact-finding for the case in front of you, without a retainer commitment.
Case-specific pricingQuoted after assessment and agreed scope
- A defined fee for an agreed scope, or a time-based arrangement.
- A written estimate and spending controls for time-based work.
- A separate proposal for older or otherwise non-covered HR matters within our HR investigation services.
Additional work requires written authorization and may incur additional fees. Court-related work and expenses are separately addressed in the agreement, subject to applicable law.
Eligibility and contractual limits
30-day waiting period. Eligible incidents must begin on day 31 or later, after the 30-day waiting period measured from the agreement’s effective start date. The signed agreement defines the effective date and eligibility requirements. The waiting period applies only to the optional investigation benefit. Employers must continue responding promptly to workplace complaints and other matters as required by applicable law.
Existing and related matters excluded. Incidents occurring before or during the waiting period, previously reported or pending matters at coverage activation, and matters substantially related to those incidents or cases are excluded, even if reported or reopened later. They require a separate proposal.
Defined investigation scope and financial limits. The annual investigation benefit includes professional HR fact-finding services within the scope and maximum financial allowance specified in the signed agreement.
Services may include investigation planning, relevant interviews, evidence review, preparation of a factual findings report, and presentation of findings to authorized employer representatives.
There is no predetermined number of interviews. The investigative steps depend on the circumstances, approved scope, and available budget.
If additional work is necessary beyond the agreed scope or financial limit, HR-Magma will provide a written estimate or amended proposal and obtain the employer's written authorization before performing additional chargeable work.
HR Investigation Scope. HR-Magma conducts independent, HR-focused workplace investigations for employers and businesses only, involving sexual harassment, discrimination, retaliation, and serious employee relations misconduct. Our role is to conduct impartial HR fact-finding, review relevant evidence, and document factual findings. HR-Magma does not represent individual employees, provide legal opinions, or determine legal liability. Every engagement is individually assessed and governed by an agreed written scope. The employer retains responsibility for employment decisions, corrective action, and legal compliance.
Court-related work excluded. Depositions, hearings, subpoena-related work, preparation, investigator testimony, travel, lodging, and related expenses are excluded from the included benefit. The employer is responsible for applicable court-related professional fees and reasonable expenses as specified in the signed agreement and permitted by law. Nothing in the agreement limits compliance with a lawful subpoena or other legal obligation.
A signed agreement is required. Payment alone does not activate investigation coverage.
Independence and safeguards.
We approach investigative work with impartiality, professional judgment, and attention to fairness.
Impartial findings
We assess conflicts before accepting an engagement and evaluate evidence objectively, including information that may contradict an allegation. Findings cannot be dictated by the commissioning party.
Appropriate confidentiality
We handle investigation information with appropriate access restrictions and agreed records arrangements. Confidentiality is maintained to the extent reasonably practicable and consistent with a fair investigation and applicable law. Complete confidentiality cannot be guaranteed.
Employer retains decisions
The employer remains responsible for employment decisions, prompt responses to workplace complaints, appropriate interim protective measures, preventing retaliation, corrective actions, and legal compliance. HR-Magma provides factual findings; legal advice and determinations of legal liability belong with qualified counsel.
Secure Investigation Records
HR-Magma handles investigation records through appropriate secure information-sharing arrangements, with access limited to authorized individuals.
Following investigation closure, HR-Magma will securely provide the agreed investigation deliverables and transferable supporting records to the employer’s authorized representative, subject to applicable legal, confidentiality, and preservation requirements.
The employer receives the agreed investigation records and remains responsible for meeting applicable employment-record retention and legal-preservation obligations. HR-Magma retains responsibility for its own applicable confidentiality, recordkeeping, and legal-preservation obligations.
Records subject to a legal hold or other preservation requirement will not be destroyed while that obligation remains in effect.
Let’s move forward
Let’s establish the facts.
An objective investigation can help you understand what occurred and make informed decisions.