INVESTIGATION SERVICES

About Loutel

Loutel is a business strategy and law firm that teaches companies how to maximize people and culture for organizational performance while minimizing legal risk. Through two critical areas of expertise, Loutel provides comprehensive employment law services and innovative workplace culture performance solutions. This unique blend allows us to provide our clients with unparalleled support in protecting their businesses while simultaneously enhancing their organizational culture. At Loutel, we believe that a positive workplace environment is foundational to employee engagement, satisfaction, retention, and overall performance and is critical to reducing legal risk and exposure. Our mission is to deliver integrated solutions that address various employer needs and contribute to a thriving workplace.

Loutel’s team is comprised of highly experienced, educated, credentialed professionals who come from a variety of industries including law, financial services, higher education, executive coaching, data science, training and development, corporate communications, and human resources. We have all held leadership roles in a diverse mix of enterprises, and have worked with, and advised, employees, C-suite leaders, and Boards of Directors from non-profit and for-profit small, middle-market, and Fortune 500 companies. Our clients always have access to the highest level of expertise and work product.

A Holistic Approach to Workplace Investigations

In the current climate, employers face unprecedented challenges as employees increasingly voice their concerns regarding workplace issues. Allegations of harassment, discrimination, retaliation, and other forms of misconduct can disrupt business operations and present signifi cant legal risks. Navigating these issues requires sensitivity, expertise, and a clear understanding of the legal landscape. It also requires an understanding of an organization’s culture, which can cause workplace challenges. While some disputes can be managed internally, many situations necessitate the involvement of a third-party expert to ensure a prompt and thorough investigation.

Through a combined legal and cultural lens, Loutel employs a meticulous fact-fi nding process that involves a comprehensive analysis of the organization’s documents and policies, interviews with relevant parties, and accurate factual determinations, resulting in practical and implementable recommendations. By utilizing an independent, neutral investigator, we provide our clients with the credibility and external perspective necessary to assess the validity of claims, determine potential exposure, and identify appropriate actions to mitigate future risks.

The Loutel Investigation Methodology and Approach

When engaged in conducting independent investigations on behalf of organizations facing complaints, we follow a structured methodology designed to ensure a thorough evaluation of the situation. Our process includes:

1

Initial Conference

We begin with an intake conference involving the leadership team and legal counsel (if applicable) to gather essential information and strategize the necessary steps to initiate and communicate the investigation process effectively.
2

Document Review

Our team conducts an exhaustive review of applicable laws and regulations, along with the organization’s policies and procedures, board reports, fi nancial statements, employee handbooks, job descriptions, performance review standards, and any other relevant documentation depending on the issues presented.
3

Interviews

We ensure transparency by providing appropriate disclosures to all interviewees prior to conducting interviews. Our thorough interview process involves asking challenging questions and evaluating the veracity of facts presented by complainants, witnesses, alleged offenders, and any other relevant parties.
4

Reporting

Upon completion of the investigation, Loutel prepares a detailed written report that outlines key findings, actionable recommendations, and suggested next steps. This report is crafted taking into account human resources, legal, and cultural components, ensuring a comprehensive approach to the findings.
5

Closing Conference

Finally, we meet with the organization’s leadership and key team members to discuss our fi ndings, recommendations, and the subsequent steps necessary for resolution. This stage is critical for developing a strategic plan of action that addresses current issues while preventing future occurrences.

Contact Information

Robyn Forman Pollack, Esq.

Workplace Culture Strategist
and Co-Founder

(215) 290-3853

Christina M. Reger, Esq.

Law and Compliance Counselor
and Co-Founder

(215) 464-6007