When a harassment, discrimination, or misconduct complaint arises, internal review carries inherent risk. Integrity Investigations delivers neutral, legally sound fact-finding your company — and the employees involved — can trust.
Internal investigations carry inherent bias risk and often lack the specialized expertise these matters demand. A neutral third party changes that.
A neutral investigator reduces the risk of legal exposure and produces findings that hold up under later scrutiny — from regulators, courts, or opposing counsel.
Engaging an outside investigator shows employees and stakeholders your organization takes complaints seriously and is committed to fair process.
Comprehensive, unbiased review of evidence, structured interviews, and credibility assessment — handled by someone trained specifically for this work.
Helen Gallagher has been an attorney since 1994 and served as in-house counsel for various companies since 2000. Throughout her career she has conducted or managed hundreds of sensitive workplace investigations into harassment, discrimination, retaliation, bullying, policy violations, and other critical matters.
For nine years, Helen taught ethics and employment law at the University of Connecticut's Graduate School of Business, and has trained internal HR teams across industries on investigative best practice.
"Having retired from the practice of law, I now dedicate myself full-time to providing expert investigatory services as a neutral, impartial investigator."
Every engagement follows a disciplined sequence designed to ensure impartiality, thoroughness, and clear communication with the employer at every step.
The engagement begins with an interview of the complainant, followed by consultation with the employer to define scope and objectives.
Our investigators interview relevant witnesses, review key documents, and examine physical evidence with regular progress updates.
Disputed facts are assessed against objective criteria. Findings are delivered in the format that best serves the employer.
If required, we stand behind our findings and can provide expert testimony or defend our conclusions in subsequent proceedings.
Gender-based unequal treatment, pay, or opportunity.
Unwelcome conduct and quid pro quo concerns.
Discrimination or hostile conduct tied to ethnicity.
Patterns of conduct alleged to create an abusive workplace.
Workplace bullying and retaliation after a complaint.
Discrimination claims tied to age or disability status.
Breaches of internal conduct, ethics, or policy.
High-profile or leadership-level complaints.
"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."
Tell us briefly what's going on. Every inquiry is handled in confidence, and we'll follow up to discuss scope, timeline, and next steps.
All inquiries are confidential. Submitting this form does not create a representation or investigative engagement until scope is mutually agreed.
