When an employee complains about harassment, discrimination, misconduct, retaliation or other similar concerns, companies must act swiftly and responsibly. However, internal investigations can be percieved as biased and often lack the specialized expertise the matter demands.
A neutral investigator reduces the risk of legal exposure and produces findings that hold up under later scrutiny from regulators, courts, or opposing counsel.
Integrity Investigations' neutral evidence-based investigations empower organizations to make informed decisions with confidence - our investigations are without advocacy, assumptions, or short cuts.
Comprehensive, unbiased review of evidence, structured interviews, and credibility assessment handled by someone trained specifically for this work.
Independent fact-finding that helps companies act on evidence not assumptions.
You get the benefit of working with someone with decades of in-house counsel and investigative experience without paying high legal bills.
When workplace concerns arise, HR and in-house counsel are expected to act quickly, fairly, and in compliance with employment laws. Balancing employee trust, legal obligations, and business continuity is challenging especially with sensitive allegations or senior personnel.
For harassment, discrimination, retaliation, misconduct, or other workplace concerns, Integrity Investigations deliver clear findings, comprehensive reports, and a process that protects both the company and your employees.
Law firms often encounter workplace matters that require true independence. When your client faces a sensitive employee complaint, engaging a third-party investigator both protects their business and demonstrates an unwavering commitment to fairness and due process.
Operating under the AWI Guiding Principles of Impartiality, Confidentiality & Compliance with Legal and ethical standards
Our Founder, Helen Gallagher, a former practicing attorney with 32 years of legal and workplace investigations experience, brings seasoned judgment and disciplined fact-finding to organizations navigating sensitive employee complaints. Helen served as in-house counsel for a range of companies for more than 25 years and understands the pressure employers face when concerns are raised through Human Resources, a company hotline, the EEOC, or litigation. She founded Integrity Investigations to deliver thorough fact-finding and clear, defensible reporting that supports timely, well-grounded decisions.
Over the course of her career, Helen has conducted and directed hundreds of workplace investigations involving harassment, discrimination, retaliation, bullying, policy violations, and other high-stakes employee relations matters. Her approach is anchored in impartiality, consistency, and process discipline—ensuring each investigation is conducted without bias and with credibility that withstands internal scrutiny and external review.
Helen has worked across union and non-union environments and has managed matters through arbitration and litigation, providing practical insight into how investigative steps, documentation, and reporting can affect later proceedings. Today, she focuses exclusively on providing expert investigatory services as a neutral, independent investigator—helping employers respond promptly, reduce risk, and support fair, compliant outcomes.
As a member of the Association of Workplace Investigators (AWI), Helen is committed to protecting your business, supporting a respectful workplace, and upholding your organization’s values at every step of the investigation process.
The engagement typically begins with an interview of the complainant to gather critical details, followed by consultation with the employer to define the scope and objective of the investigation to ensure alignment on objectives and boundaries.
Our investigators interview, relevant witnesses and review key documents. Throughout this stage, we maintain open communications with the employer, providing regular updates on progress and servicing any additional issues or concerns that may arise.
Where facts are disputed witness credibility is assessed against objective criteria. Findings are then delivered in the format that best serves the employer whether it’s a report executive summary or oral briefing to ensure findings are clear and actionable.
If required, Integrity Investigations stands behind its findings and can provide expert testimony and will defend its conclusions in subsequent proceedings.
Allegations involving gender based unequal treatment, pay, or opportunity.
Unwelcome conduct, quid pro quo concerns, and related complaints.
Discrimination or hostile conduct tied to race, ethnicity, or origin.
Patterns of conduct alleged to create an abusive workplace.
Workplace bullying and retaliation following a protected complaint.
Discrimination claims related to age or disability status.
Breaches of internal conduct, ethics, or workplace policy.
High-profile or leadership level complaints requiring discretion.
"The report was thorough, balanced, and exactly the kind of independent record we needed to defend our client's process."
"Our client's HR team finally had a credible, neutral process they could point to and it held up."
"Professional from the first call to the final report. Exactly the objectivity our case required."
Independent investigations protects employees, strengthens credibility, and helps organizations make informed decisions based on facts not assumptions.
