Discretion is the entire discipline and our field work is built for it. No honest firm will guarantee an employee never notices anything. What we commit to is telling you the same day if an operative is compromised, rather than letting you find out from the employee.

That is a different kind of investigation and it should be treated differently. EEOC guidance expects an employer with notice of potential harassment to conduct a prompt and adequate investigation by a neutral party, and it recommends informing both the complainant and the accused of the outcome. That is an interview-driven, documented, disclosed process, not covert surveillance. We support that work and we coordinate with your employment counsel, who should generally be involved from the start. If a firm offers to handle a harassment complaint covertly, that answer should concern you.

Our investigators document what is observable through lawful means. We do not trespass, we do not record private conversations, and we do not access anyone's devices or accounts. Our documentation is built to withstand challenge, with verified identity and contemporaneous records. Whether specific evidence is admitted in a legal proceeding is decided by the court under the applicable rules.

No, and the limit matters. We investigate specific suspected misconduct or violations of a written policy. We do not take assignments aimed at employees' protected activity, including union organizing or group discussion of pay and working conditions, because employer surveillance of protected activity is unlawful under federal labor law regardless of what the employer suspects. If your concern touches that area, your employment counsel needs to be involved before an investigator is.

Employee theft and shrinkage, time and payroll fraud, expense abuse, workers' compensation fraud, vendor kickbacks, ghost employees, data and IP theft, conflicts of interest, and policy violations.

Yes. Activity-level surveillance on a questionable claim is among the most common assignments we take from employers and their carriers.

A written investigative report with findings, timestamped photo and video where applicable, supporting records, and a clear timeline, organized so you and your counsel can see the basis for every conclusion.

Then that is the report, and it is a genuinely useful outcome. Knowing a suspicion was wrong before you acted on it has saved employers far more than the cost of finding out. We will not shade a thin finding into a conclusion, because a weak internal case that collapses is worse for you than no case at all.