Investigative Protocols

At Internal Affairs, LLC, we leverage our extensive experience in workplace and employee misconduct investigations to provide thorough, professional, and objective results. Our investigative protocols are designed to ensure transparency, accuracy, and compliance with applicable policies and laws. Below is an outline of our approach:

STEP 1- The Initial Client Meeting

Our process begins with a comprehensive in-person meeting with the client to establish the scope and details of the investigation. During this meeting, we:

Identify the Allegation(s): Clarify the nature of the complaint and the specific behavior or incident being questioned.

Assess Relevant Policies: Review organizational policies, procedures, or standards that may have been violated.

Determine Involved Parties: Identify key individuals, including the accused, witnesses, and any expert witnesses.

Understand Reporting Structures: Map out the chain of command for the employee(s) involved to provide context for the investigation.

Gather Background Information: Review the salient work history and any prior complaints or similar incidents involving the parties.

Establish Timelines and Client Expectations: Agree on deadlines and deliverables to ensure timely and accurate reporting.

Address Legal Considerations: For public employees, discuss potential implications of Garrity v. New Jersey, Weingarten, and the Law-Enforcement Officers Procedural Guarantee Act, ensuring compliance with legal protections during interviews.

This meeting sets a clear roadmap for the investigation and aligns our approach with the client’s needs.

STEP- 2- Conducting the Investigation

Once the scope and objectives are defined, we proceed with the investigation in a systematic manner:

Documentation Review: Analyze all relevant reports, records, and supporting documentation related to the complaint.

Evidence Collection: Gather physical evidence, electronic

communications, or other materials critical to the case.

Interview Scheduling: Develop an interview plan and schedule, ensuring accommodations for witnesses and the accused. To minimize disruptions, whenever possible interviews are conducted during an employee’s regular work hours.

Interviews and Re-Interviews: Conduct thorough interviews with witnesses and the accused, ensuring neutrality and professionalism. Where necessary, follow up with re-interviews to resolve inconsistencies or conflicts in statements.

Our investigative team adheres to principles of fairness and objectivity, ensuring all parties feel heard and respected.

3) Report Preparation and Delivery

The final step in our investigative process is the preparation of a clear, well-organized report that includes:

Findings: A chronological report that includes a timeline of events along with analysis of the evidence and statements, including any contradictions or corroborations.

Conclusions: An unbiased determination of whether the alleged policy violations occurred.

Recommendations (if applicable): Guidance on next steps, such as corrective actions or policy revisions.

The report is presented in a professional format that is easily digestible for stakeholders. It is then delivered to the client within the agreed-upon timeline.

At Internal Affairs, LLC, our investigative protocols ensure every workplace investigation is conducted with integrity, thoroughness, and respect for all parties involved. Our goal is to provide clients with the insights needed to make informed decisions while maintaining trust and confidentiality throughout the process.

(757) 603-7892

INVESTIGATIONS. ANSWERS.