Complex 
Workforce
Matters

Scope of Work

Retained by leadership following an internal complaint that escalated to threatened litigation. Scope included a full organizational climate assessment, structured interviews with 14 employees across two departments, document and communications review, policy gap analysis, and development of a corrective action framework.

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Problem Presented

A mid-size nonprofit received a formal written complaint alleging a sustained hostile work environment within its program delivery division. The complaint named a long-tenured manager and cited a pattern of retaliatory behavior, preferential treatment, and intimidation spanning 18 months. Leadership had taken no prior action, and staff morale had deteriorated significantly. Two key employees had submitted resignations. The organization had no documented investigation process and faced compounding risk as the complainant retained outside legal counsel.

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Resolution Provided

Conducted a structured, defensible investigation that substantiated core findings and identified systemic policy failures enabling the conduct. Delivered a confidential findings report with tiered corrective action recommendations — including performance management steps for the named manager, mandatory supervisory training, and policy revisions to the organization's grievance and anti-retaliation procedures. Provided executive leadership with talking points and a stabilization communication plan. Both resignations were rescinded following corrective action. Legal exposure was resolved without litigation.

Scope of Work

Engaged as independent investigator following internal counsel's recusal due to conflict of interest. Scope included intake and triage of three separate complaints referencing the same respondent, full witness interview protocol, electronic communications review, coordination with HR and legal counsel, and delivery of a unified investigative report.

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Problem Presented

A regulated-industry employer received three independent complaints of sexual harassment against a department supervisor within a 60-day period. The complaints varied in severity and involved different complaining parties, creating investigative complexity around confidentiality, consistency, and potential cross-contamination of accounts. Internal HR lacked the capacity and independence to conduct the investigation, and the organization's general counsel had a prior professional relationship with the respondent. Leadership required an external, attorney-led investigative structure to ensure credibility and legal defensibility.

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Resolution Provided

Designed and executed a consolidated investigation maintaining independent complaint tracks while identifying corroborating conduct patterns across all three matters. The final report provided factual findings on each complaint, a credibility analysis, and a clear evidentiary basis for each conclusion. Delivered actionable disciplinary recommendations calibrated to finding severity. The employer implemented the recommendations — including termination of the respondent — and successfully defended the process when challenged in a subsequent administrative proceeding.

Scope of Work

Retained directly by the board of directors. Scope included review of financial records, vendor contracts, and procurement documentation; interviews with board members, executive staff, and third-party vendors; analysis of the executive's disclosure history against applicable conflict-of-interest policies; and delivery of a board-ready findings report with recommended governance correctives.

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Problem Presented

A nonprofit board received an anonymous tip alleging that its Executive Director had steered organizational contracts to a vendor with an undisclosed personal and financial relationship to the ED. The allegations, if substantiated, constituted a breach of fiduciary duty and potential violation of the organization's conflict-of-interest policy. The board had no independent investigative capacity, no clear protocol for investigating executive-level conduct, and was acutely aware that mishandling the matter could trigger regulatory scrutiny, donor withdrawal, and reputational harm.

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Resolution Provided

Delivered a comprehensive confidential investigation that substantiated the conflict-of-interest allegations and identified two additional procurement irregularities not included in the original complaint. The board received a phased findings briefing, with immediate action steps to isolate and remediate the financial exposure. Provided the board with a governance gap analysis and a revised conflict-of-interest and whistleblower policy framework. The Executive Director resigned prior to formal disciplinary action. The organization implemented recommended governance reforms and retained its regulatory standing.

Scope of Work

Engaged by executive leadership to design and manage a full reduction-in-force process. Scope included workforce analysis and position mapping, selection criteria development, adverse impact analysis, WARN Act applicability review, separation agreement drafting in coordination with legal counsel, manager preparation and scripting, employee notification support, and post-RIF communications strategy.

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Problem Presented

A nonprofit organization facing a 22% budget reduction was required to eliminate approximately 30% of its workforce across multiple program areas. Leadership needed to act quickly while managing significant risk — including potential claims of discriminatory selection, damage to organizational culture, and disruption to service delivery for vulnerable populations. Prior internal attempts to develop selection criteria had stalled due to lack of HR infrastructure and leadership uncertainty about legal exposure. The organization had no severance policy and no experience conducting a layoff of this scale.

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Resolution Provided

Developed a legally defensible, equity-reviewed selection methodology based on documented position-level criteria, skills retention priorities, and mission alignment. Conducted an adverse impact analysis prior to finalization, allowing the organization to adjust selection decisions and reduce disparate impact risk before notifications occurred. Produced individualized manager guides, notification scripts, and a day-of logistics plan. Drafted separation agreements with appropriate release language. Designed a post-RIF communication framework for remaining staff that stabilized morale and preserved organizational continuity. The reduction was completed without a single formal grievance or legal challenge.