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Use the request link on the relevant service card. Share your goals, current materials, workforce size, and desired timing.
Discuss your project →Wichita and remote HR consulting
Employee Relations and Workplace Investigations
Get advisory support, investigation coaching, or independently scoped workplace fact-finding.
Discuss your needsEmployee relations and investigations
Respond to employee concerns with a clear process.
Get focused advice, investigation coaching, or direct fact-finding matched to the situation and your internal capacity.
Choose coaching when your organization will conduct the investigation. Request direct investigation services when you need an outside investigator, subject to a review of fit and independence.
Each engagement defines responsibilities, information access, deliverables, and follow-up. Confidential employee records should be exchanged through an agreed secure channel, not the public inquiry form.
Employee Relations Advisory
Custom quoteConsultation on attendance, conduct, workplace conflict, and performance concerns, including documentation review and practical next steps. Case complexity, meetings, and follow-up are agreed in scope; employment decisions remain with the client.
Request this service →Workplace Investigation Process Coaching
Custom quoteGuide the employer’s designated investigator through planning, interview preparation, evidence organization, documentation, and consistent evaluation of information. The employer conducts interviews, gathers evidence, reaches findings, and makes employment decisions. Coaching scope and sessions are defined in advance.
Request this service →Workplace Investigation Services
Custom quoteDirect, independently scoped fact-finding for suitable workplace matters: intake, an investigation plan, interviews, evidence review, and documented findings. Acceptance depends on case complexity, consultant capability, impartiality, and any applicable requirements. The client retains employment decisions; matters requiring specialist expertise or legal review are referred appropriately.
Request this service →Unemployment Claim Response Support
Custom quoteOrganize employer records, prepare a factual chronology, and assist with response documentation and deadline tracking for an identified claim. Client review and submission responsibilities are agreed in scope. Hearing representation and legal advice are not included.
Request this service →Start with a suitable intake and clear responsibilities
Use advisory support for a management question, process coaching when your organization will conduct the fact-finding, or direct investigation services when independently scoped outside fact-finding is suitable. Acceptance and specialist referrals depend on the matter and the consultant’s capability and independence.
An initial inquiry should describe the type of assistance needed without employee names, allegations, or attached personnel files. Agree on an appropriate information channel before sharing sensitive records.
- Confirm who gathers evidence, conducts interviews, and reaches findings.
- Define record access, deliverables, timing, and follow-up.
- Keep employment decisions with the client and identify matters needing counsel or other expertise.
Review factual documentation practices and controlled employee record handling.
A clear scope before work begins
We confirm your workforce, locations, current materials, desired outcomes, and decision-maker before recommending a project. Your written proposal defines the deliverables, included revisions or sessions, responsibilities, schedule, and fees. Published prices are starting points or anticipated ranges.
Wichita-area in-person work and remote delivery are agreed in scope. The employer approves policies and retains employment decisions. Legal interpretation and legal review are separate.
Need help identifying priorities? Explore the $1,500 HR and Workforce Infrastructure Assessment. If your need is already defined, request a focused project directly.
Request a consultationWhere to get started
Your next step, made simple.
Start with an assessment.
The $1,500 HR and Workforce Infrastructure Assessment identifies gaps and produces a prioritized roadmap before a larger engagement.
Explore the assessment →Review your written proposal.
Confirm deliverables, quantities, revisions, responsibilities, schedule, and fees before work begins.
Request a consultation →Relevant leadership experience
Manager preparation for sensitive situations
The founder’s prior manager-development work covered corrective action, workplace investigations, statement collection, and confidentiality. Direct investigation engagements remain subject to fit and independence review.
These examples come from the founder’s prior employed leadership roles, rather than Holt client engagements. Reported outcomes reflect wider implementation and operating conditions; future results vary.
Read the context and work behind these examples →Questions before you begin
Employee Relations and Workplace Investigations FAQs
What is the difference between investigation coaching and direct investigation services?
With coaching, your designated investigator conducts interviews, gathers evidence, and reaches findings while Holt guides the process. With direct services, Holt performs the independently scoped fact-finding, interviews, evidence review, and documented findings for a suitable matter.
Can you accept every workplace investigation?
Acceptance depends on the matter, complexity, consultant capability, impartiality, and applicable requirements. We review fit and independence first and refer matters requiring specialist expertise or legal review appropriately.
How should we share a sensitive employee concern?
Use the initial inquiry to describe the type of help needed without employee names, allegations, or personnel attachments. We arrange an appropriate information channel and define access and confidentiality boundaries before records are exchanged.
Who decides on discipline or other employment action?
The client retains employment decisions. Advisory support, coaching, and investigation findings support the employer’s review; the agreed scope identifies who reaches findings, approves actions, and handles follow-up.
Can you help respond to an unemployment claim?
Yes. A custom engagement can organize employer records, prepare a factual chronology, and support response documentation and deadline tracking for an identified claim. Client review and submission responsibilities are agreed; hearing representation and legal advice are not included.
Choose advisory support, coaching, or direct fact-finding
Start by clarifying the concern and appropriate contact channel without submitting sensitive allegations through a public form. Define whether Holt guides the employer’s process or directly performs agreed fact-finding.
Responsibilities and scope
Confirm impartiality, decision authority, evidence access, participant communication, specialist counsel involvement, and deliverables before work begins. The employer owns employment decisions; the consultant’s authority is limited to the agreement.
What useful progress looks like
Track agreed process milestones and outstanding evidence. An investigation should support fair fact-finding rather than promise a preferred outcome.
Wichita-area onsite delivery and remote Kansas support are agreed for the project. Delivery options · Planning resources
Let’s build the right scope
Start with the workforce challenge you want to solve.
Tell us where your organization needs support. We’ll identify a focused next step.
Free introductory conversation · No obligation
Employee Relations and Workplace Investigations
Discuss your needsNot sure? Explore the assessment →