[Our services]
Employee Investigations
Base workplace decisions on facts, not assumptions.
When a workplace concern surfaces, guessing can be costly. TJS conducts employee investigations that gather relevant facts so you can respond fairly and with confidence.
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Speak to an Investigator (888) 600-0261
01. Overview
A careful process for a sensitive situation.
A complaint, a pattern of missed hours, or a question about divided loyalties can put an employer in a difficult position. Acting too quickly risks treating an employee unfairly. Waiting too long can allow a problem to grow.
TJS Private Investigations conducts employee investigations that focus on what can be observed, documented, and verified. From our Houston headquarters, we work with business owners, HR teams, and counsel to gather facts that support the decisions they need to make.
We don’t decide outcomes. We report what we found, how we found it, and what remains unclear, so your organization can apply its own policies and take advice where it’s needed.
Situations where an employee investigation can help:
- Reported misconduct or inappropriate behavior
- Suspected policy violations
- Time, attendance, or overtime concerns
- Questions about outside work during company hours
- Possible conflicts of interest
- Workplace complaints that need fact-finding
- Concerns raised by a supervisor or co-worker
Employment-related background screening has its own legal requirements. If you need pre-employment or ongoing screening, tell us the intended use first so we can discuss the appropriate process.
02. Capabilities
Methods matched to the concern.
Workplace Misconduct Inquiries
Gather facts about reported behavior and document how the available information fits together.
Time & Attendance Reviews
Compare reported hours with observable activity and available records where lawful and relevant.
Conflict of Interest Research
Research available business records for undisclosed affiliations that may overlap with an employee’s role.
Lawful Surveillance
Where appropriate, document activity in public settings, such as concerns about outside work during paid leave. Learn more about our surveillance services.
Interview Coordination
Plan interviews with management or counsel so questions are relevant, consistent, and properly documented.
Organized Reporting
Present findings in a clear report that separates observations, documents, and open questions.
03. Our Investigators
Fair to the employer. Fair to the employee.
Workplace investigations call for patience and balance. An allegation is a starting point, not a conclusion, and the person involved deserves a process that looks at the facts objectively.
With more than 17 years of investigative experience, TJS approaches each assignment methodically. We work within lawful limits, avoid methods that intrude on private communications, and tell you plainly when the evidence supports a concern and when it does not.
04. What Clients Receive
Documentation you can review and act on.
Depending on the scope and the information available, your report may include:
- A summary of the concern and agreed scope
- A timeline of relevant events
- Observations with dates, times, and locations
- Photographs or video where lawfully obtained
- Relevant records reviewed and their sources
- Notes from coordinated interviews
- Discrepancies and unresolved questions
Our findings describe what was observed and verified during the investigation. Decisions about discipline or employment remain with your organization and its advisers.
05. Why Choose TJS
Steady, objective fact-finding.
Experienced
More than 17 years of investigative work and 532+ cases closed.
Discreet
We limit who knows about the investigation and protect the people involved.
Objective
We report findings that support a concern and findings that don’t.
Clear Communication
You know what we’re doing, what we’ve found, and what is still open.
06. How It Works
Start with the concern you’re facing.
- 01.
Describe the Concern
Tell us what was reported or noticed, who is involved, and what you’ve already reviewed.
- 02.
Agree on the Scope
We discuss the questions to answer, lawful methods, coordination with HR or counsel, timing, and cost.
- 03.
Gather the Facts
Investigators observe, review relevant records, and support interviews as agreed.
- 04.
Review the Report
You receive organized findings and an explanation of what they do and don’t establish.
07. Frequently Asked Questions
What employers often ask first.
1. When should an employer hire a private investigator?
Outside help is often useful when a concern is serious, internal review would be awkward, or the facts need to be documented independently. We can discuss whether an investigation fits your situation.
2. Will the employee know they are being investigated?
Observation and records research are conducted discreetly. If interviews are part of the scope, we plan how and when they happen with you and, where appropriate, your counsel.
3. Can you investigate an employee who is on leave?
Where lawful and relevant, we can document observable activity in public settings. We cannot access medical information or private communications.
4. Do you make recommendations about discipline?
No. We provide factual findings. Decisions about discipline or termination belong to your organization and its legal or HR advisers.
5. Can you also screen job applicants?
Employment screening carries specific legal requirements. Tell us how the information will be used, and we’ll discuss the appropriate process. Our background checks page explains more.
08. Next Steps
Talk it through before you act.
Share what has happened and what decision you’re facing. You can also read how we support businesses and corporations more broadly.
[Ready to start a conversation]
Make the next decision on facts.
Tell us about the workplace concern in confidence. We’ll explain what an investigation can establish and how we would approach it.
Speak to an Investigator (888) 600-0261
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