Workplace investigations involve legal risk, employee trust, and regulatory exposure. When handled incorrectly, a complaint can escalate into litigation, agency charges, or reputational harm.

Nevada Association of Employers provides independent, professional workplace investigations conducted by experienced employment lawyers who understand Nevada law and employer obligations.

Why Employers Use NAE for Workplace Investigations

Employers turn to NAE when an issue requires neutrality, credibility, and a legally sound process.

NAE investigations are:

  • Independent and objective
  • Conducted by licensed attorneys experienced in employment law
  • Aligned with Nevada statutes and best practices
  • Structured to be defensible if later reviewed

Using an outside investigator demonstrates good faith and reduces the risk of retaliation or bias claims.

When an Outside Workplace Investigation is Needed

NAE is commonly engaged for:

  • Harassment or discrimination complaints
  • Retaliation allegations
  • Hostile work environment claims
  • Supervisor or executive misconduct
  • Whistleblower complaints
  • Conflicts of interest
  • Other high-risk or sensitive employee matters

Early professional intervention often prevents escalation.

Nevada Specific Experience That Matters

NAE attorneys work daily with Nevada employers on compliance and employee relations. Investigations are conducted with direct knowledge of Nevada employment laws, enforcement trends, and regulatory expectations.

This state-specific approach helps ensure findings and employer actions align with legal standards.

A Consistent and Defensible Investigation Process

NAE follows a clear and repeatable process designed to protect employers:

  • Complaint intake and scope definition
  • Witness interviews and evidence review
  • Fact-based findings supported by documentation
  • Clear written investigative reports

Consistency and documentation are critical if decisions are later challenged.

Reduce Risk and Control Costs

Improper investigations can create new liability, including retaliation claims and inconsistent discipline. NAE helps employers manage investigations carefully and professionally to reduce legal exposure.

Engaging NAE early is often far more cost-effective than responding to agency charges or defending litigation.

What Employers Can Expect

Employers working with NAE can expect:

  • Prompt response and clear timelines
  • Confidential handling of sensitive matters
  • Professional documentation and reporting
  • Practical guidance on next steps

NAE focuses on solutions that protect both the organization and workplace integrity.

Start With a Conversation

If your organization is facing a workplace complaint or wants to be prepared before an issue arises, NAE can help.

Contact NAE today to discuss workplace investigations, timelines, and next steps.

Handling concerns correctly from the start makes all the difference.

Frequently Asked Questions

Workplace Investigations FAQs

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Can employees remain anonymous during a formal investigation? 

Employers should take steps to keep all parts of the investigation as confidential as possible. Depending on the circumstances though, it may not be possible for an employer to guarantee complete confidentiality during an investigation.  

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How long should a workplace investigation take? 

The length of the investigation will depend on the complexity of the allegations and the number of individuals involved, including witnesses. Investigations can take a few days, up to a couple of weeks depending on the circumstances.  

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How should companies handle retaliation complaints? 

Retaliation complaints should be handled in the same manner as a harassment complaint. Thorough investigation that complies with company policy and procedure.  

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What are best practices for documentation? 

Documentation should be fact specific and contain important details such as dates and times. Investigation documentation should never include opinions, emotions, or subjective writing. 

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What happens if workplace investigation findings are inconclusive? 

To discipline an employee, an employer needs to have substantial proof that a violation occurred. If an employer is unable to obtain substantial proof through an investigation, they may be unable to discipline an employee. However, they are still able to take other remedial measures.