WORKPLACE INVESTIGATIONSSensitive concerns.
An impartial approach.
When a workplace concern involves your production, studio, or agency, understanding what happened comes first. Wagner Legal conducts impartial investigations into allegations of harassment, discrimination, retaliation, and other workplace misconduct.
UNDERSTANDING THE CIRCUMSTANCESThe working relationship can be complicated.
The process should be fair.
A complaint may involve a senior executive, a longstanding collaborator, or people working together for a single production. Professional relationships, reporting structures, and concerns about future opportunities can make speaking up difficult.
An investigation needs to account for that context while examining the available evidence without favoring a person, position, or predetermined outcome.
Wagner Legal brings an employment law perspective to gathering information, evaluating differing accounts, and documenting findings.
WORKPLACE CONCERNSDifferent allegations.
The same commitment
to examining the facts.
Each investigation begins with the concerns raised and the questions that need to be examined.
Harassment & discrimination
Allegations involving inappropriate conduct, unequal treatment, or decisions connected to a person’s protected characteristics.
Retaliation concerns
Reports that someone experienced negative treatment after raising a concern or participating in a workplace investigation.
Conduct & policy violations
Concerns about professional behavior, misuse of authority, or conduct that may conflict with workplace policies.
Concerns involving leadership
Sensitive allegations involving managers, executives, or others whose position may complicate an internal review.
AN UNDERSTANDING OF YOUR WORKPLACELook beyond
the org chart.
In entertainment, influence does not always follow a formal reporting line. A person may have significant control over assignments, access, or future opportunities without being someone’s direct supervisor.
Understanding those relationships helps an investigator ask relevant questions and place information in context.
Productions & changing teams
Consider the working arrangements, locations, and availability of people whose involvement may end when a project wraps.
Professional influence & power dynamics
Examine how authority, reputation, and ongoing working relationships relate to the concerns raised.
Sensitive information & reputations
Handle information carefully and communicate the process thoughtfully, without promising absolute confidentiality.
HOW WE APPROACH THE WORKEstablish the scope.
Identify the allegations, relevant policies, and questions the investigation will examine.
Gather and assess information.
Interview relevant participants, review available records, and evaluate the evidence, including differing or conflicting accounts.
Document the findings.
Explain the factual findings and their basis so the organization can consider an informed response.
The scope and sequence may change as additional information comes to light.
A structured process.
Attention to the details.
IMPARTIALITY THROUGHOUTAn investigation should follow the evidence.
When engaged as an impartial investigator, Wagner Legal’s role is to examine the allegations and reach findings based on the information gathered.
The investigator does not advocate for either side or begin with a preferred result. The organization remains responsible for decisions about its response, including any corrective action.
COMMON QUESTIONSBefore we
get started.
Have a sensitive workplace concern?
Let’s discuss it →-
An external investigator may be appropriate when a concern involves leadership, internal relationships raise questions about impartiality, or the organization needs additional investigative experience or capacity.
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Information should be handled carefully, but complete confidentiality cannot be promised. Some information may need to be shared to examine the allegations, allow a response, or meet applicable obligations.
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Timing depends on the scope, number of participants, availability of evidence, and any new issues identified. A projected schedule can be discussed at the outset and revisited as the investigation progresses.
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The investigator establishes factual findings within the agreed scope. Decisions about discipline, policy changes, or other organizational responses remain with the organization.
Discuss your workplace concern
Start with a
thoughtful response.
Tell us about the nature of the concern, your workplace, and any immediate timing considerations so we can discuss whether Wagner Legal is an appropriate fit.