Employee Relations Support for Professional Services
Your HR team, office manager, and firm leaders already have full workloads. We help with write-ups, termination reviews, investigations, documentation, and EEOC responses, bringing experience and follow-through to employee matters so your people can stay focused on clients and the business.
Consistent decisions take experience and capacity
Having an HR team does not remove the workload of interviewing employees, reviewing records, advising managers, and following through. We provide experienced support so the process is thorough and your team can keep other work moving.
Built to extend the team you already have
Management guidance, accessible reporting, thorough investigations, and organized records work together to support your team’s daily decisions.
Specialized Expertise, Not Extra Headcount
We add management consulting and investigative capacity to your existing team. Write-up guidance, termination review, documentation, and EEOC response support help HR and firm leaders handle employee matters without carrying every step themselves.
Remote and Hybrid Coverage
We investigate concerns involving email, messages, video calls, and in-person conduct. Relevant records and accounts are evaluated together, with consistent documentation regardless of where employees work.
Client-Site Protection
When a concern involves a client’s staff, we help document and investigate the relevant facts and support management’s response. Your leadership and counsel determine employment and client-engagement decisions.
Manager and Senior-Staff Accountability
Employees need a reporting option when a concern involves their own manager. Phone, email, and in-app reporting connect to an impartial investigation and documented follow-through.
Establish the relationship. Keep the support in place.
We set up your program once, investigate complaints that come to us thoroughly, and engage proactively each quarter.
- 1
Establish the Program
We learn your operation, review existing policies and records, and establish reporting and communication procedures with your team.
- 2
Connect Your Team
Employees can report by phone, email, or in the app. Managers know where to turn for guidance before a write-up, difficult conversation, or termination decision.
- 3
Handle Issues Thoroughly
When a complaint comes to us, we investigate thoroughly, document the relevant facts, and support follow-through. Your leadership retains employment decisions.
- 4
Stay Engaged Each Quarter
Proactive quarterly engagement keeps the relationship active. We discuss emerging concerns and business changes, with ongoing consulting and EEOC response support when needed.
Common questions
We've never had a harassment complaint. Do we really need this?
We already have someone handling HR. What would you actually be adding?
How do you handle harassment that happens over Slack, email, or video calls?
Our consultants and auditors work on client sites. Who's liable if a client's employee harasses our staff?
What about managers or senior leadership being named in a complaint?
Is this overkill for a firm our size?
Put experienced support to work for your team.
Tell us where employee matters are taking time or creating uncertainty. We will explain how ongoing management guidance, investigations, and documentation support can help.
Operating in more than one state?
Training mandates stack by jurisdiction, with different thresholds, durations, and renewal cycles in each one. Our matrix covers seven mandate states, three city and district overlays, and Texas, with the statutory citation for every requirement.