Investigate the concern. Understand what it may reveal.
SEA conducts independent workplace investigations for employers, boards and their counsel. From a sensitive complaint to a matter involving senior leadership, the work starts with an open mind and a clearly defined scope.
SEA responds within two business days: Monday to Friday, excluding federal holidays.
A workplace investigation should answer the immediate question:
What happened?
But sometimes an investigation reveals something more: a recurring management practice, a process gap, inconsistent implementation, an escalation failure or a pattern worth examining.
SEA conducts independent workplace investigations with the rigor expected of experienced employment counsel while helping organizations recognize when an individual matter may provide broader organizational insight.
Not every complaint signals a systemic problem. The important thing is knowing when one does.
When to call
When the facts need an independent review
- An allegation of harassment, discrimination, retaliation or other workplace misconduct.
- A complaint involving an executive, manager or owner.
- A matter your internal team cannot investigate impartially, or does not have capacity to handle.
The process
Thorough work, with clear expectations
- 01
Agree on the scope
After a conflicts check, SEA confirms the allegations to be examined, the engagement terms and how findings will be delivered.
- 02
Plan and gather evidence
Identify the people to interview, the relevant records and a plan for handling the matter. Timing and updates are agreed for the engagement.
- 03
Assess the facts fairly
Interview the people involved, review the evidence and assess differing accounts with an open mind.
- 04
Share the findings
SEA explains its findings. A written report is provided when agreed in the scope. Employment decisions remain with the employer.
SEA does not act as the neutral investigator on a matter where SEA advised on the underlying decision. If that happens, SEA will say so and help you find another investigator.
SEA can be engaged by the employer or through its counsel. The role, confidentiality arrangements and intended use of the findings are addressed before work begins.
Your investigator
Led by Tamara Keller
Tamara Keller, Esq.
Founder & Principal · J.D., UC Berkeley · CFE · SPHR · GPHR
Employment law experience and the perspective of someone who built and led a global corporate investigations function.
Tamara Keller is an employment lawyer, workplace-investigations leader and compliance advisor with more than two decades of experience helping organizations navigate complex workplace issues and employment risk.
Discuss an investigation
Describe the concern in general terms, without names or confidential details. SEA will discuss the scope and next step with you.
SEA responds within two business days: Monday to Friday, excluding federal holidays.