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Management Consulting

Management Consulting

Before you issue a write-up, move forward with a termination, or respond to an EEOC charge, put experience behind the decision. We help your team work through the facts, document its reasoning, and follow through, so difficult employee matters take less of your attention.

Talk With Our Team See How It Works
Why Advisory Matters

The decision and the documentation both matter

A write-up, termination, or charge response requires more than the right words. It takes relevant facts, consistent reasoning, and a record your team can explain.

$160,000
Average defense and settlement cost of an employment charge (2017 claims study)
The discipline decision is the case.
Source: Hiscox, 2017 Guide to Employee Lawsuits
30 days
The EEOC's standard window to submit your position statement after a charge arrives
Your first response sets the trajectory.
Source: EEOC position statement procedures
Mid-sized
Even experienced HR teams need capacity for complex employee matters
Put additional experience within reach.
What We Advise On

The expert your team calls before they act

Practical help with the work behind management decisions, supported by ongoing engagement throughout the year.

Management Decision Support

Bring us the employee issue before you act. We help owners, HR teams, and managers understand the facts, identify missing information, and prepare a practical next step.

Policies & Documentation

We help align policies, incident records, and management communications with what actually happened. Clear documentation gives your team a consistent record to use and maintain.

Write-Ups & Termination Review

We review proposed write-ups and terminations, including the supporting record, prior treatment, and unresolved concerns. You retain the employment decision; we help you prepare it carefully.

EEOC Charges & Position Statements

From HRFix through empathiHR, our company reports no adverse actions in the client EEOC matters we have handled. We bring that experience to evidence gathering, chronology, and position statements, coordinating with counsel as needed. Past results do not guarantee future outcomes.

How We Work

One relationship. Ongoing support.

A consistent advisory pattern from the simplest policy question to the most complex EEOC charge.

  1. 1

    Set Up the Relationship

    During onboarding, we establish contacts, reporting procedures, and how we work with your team. That creates an ongoing resource for employee matters as they arise.

  2. 2

    Call Before You Act

    Share the situation, the records you have, and the decision you are considering. We work through the relevant facts and practical considerations with you.

  3. 3

    Prepare the Record

    We help with the write-up, conversation, supporting documentation, or formal response. Your team stays responsible for decisions, with experienced support behind the work.

  4. 4

    Stay Engaged Each Quarter

    Proactive quarterly engagement keeps workplace concerns and follow-up in view. You also have a resource to turn to between those conversations.

FAQ

Common questions

Are you a law firm?
We provide HR consulting and workplace investigation services. We are not a law firm. We coordinate with your employment counsel when legal advice, litigation, or other attorney services are needed.
How do you work with our HR team?
We add capacity and experience for employee matters that require focused attention: management decisions, documentation, investigations, and charge responses. Your HR team keeps its role and gains a resource it can use.
Can you help with an EEOC charge already received?
Yes. Share the charge and the response deadline promptly. We help organize the facts and supporting records and prepare the position statement, coordinating with counsel as appropriate. The notice controls the deadline.
Can you review a proposed termination?
Yes. We help review the facts, supporting documentation, prior actions, and concerns that may require further attention before a decision. Your organization makes the employment decision.
Is this an ongoing relationship?
Yes. Onboarding establishes how we work together. After that, your team can bring us employee matters as they arise, and we engage proactively each quarter. Service terms are established at the start of the relationship.

Stop figuring it out alone.

Give your managers and HR team an experienced resource for the decisions, documentation, and follow-up that take them away from other priorities.

Talk With Our Team Call 866.240.6618