Workplace Investigations

Independent, Impartial, and Confidential Investigative Services for Hawaii and California

At 808 Investigations, we specialize in workplace investigations involving misconduct, harassment, discrimination, retaliation, hostile work environments, and other employee-related concerns. Whether you're a business owner, HR manager, school district, or government agency, hiring an independent workplace investigator helps ensure a fair, thorough, and unbiased process.

When an employee files a complaint or an internal issue escalates, organizations must take quick, decisive, and compliant action. Relying on internal staff can create potential bias, legal exposure, or a lack of objectivity. That’s where I come in.

As a licensed private investigator in Hawaii and California, I offer:

• Decades of experience in employment investigations
   
• A neutral, third-party perspective
   
• Trauma-informed, fact-driven interviews
   
• Timely, well-documented Reports of Investigation (ROI)
   

• Harassment (sexual, racial, verbal)
   
• Discrimination (gender, age, disability, race)
   
• Hostile work environment
   
• Retaliation and whistleblower complaints
   
• Policy violations
   
• Employee misconduct and theft
   
• Title IX and school-based investigations
   

1. Initial Intake & Scope Definition
    
2. Conflict Check and Agreement
    
3. Document Review & Planning
    
4. Interviews (in-person or remote)
    
5. Evidence Review
    
6. Written Report with Findings
    

All investigations are confidential, compliant, and legally defensible. I provide services in-person across Oahu and neighboring islands when needed, and remotely for the rest of the state and California clients.

• Private Employers & Corporations
   
• Law Firms & Legal Counsel
   
• City, County, and State Agencies
   
• Human Resources Departments
   
• Nonprofit Organizations
   
• Schools and Educational Institutions

As a seasoned investigator with decades in law enforcement and public sector investigations, I am well-versed in critical legal protections such as Weingarten and Garrity rights.

• Weingarten Rights: I recognize when union-represented employees are entitled to have a representative present during investigatory interviews. I always confirm whether Weingarten applies before proceeding with any interview in a union setting to ensure your process remains fair and compliant.
   
• Garrity Warnings: When working with public employees, particularly in government agencies, I understand the importance of Garrity protections, which safeguard employees from self-incrimination during compelled administrative interviews. If applicable, I ensure that the proper advisement is issued and documented.
   

By incorporating these protections into my investigative approach, I help reduce legal risk and maintain the integrity of your process from the start. Whether working with HR teams, attorneys, or risk managers, my methods align with public employment law and labor standards.

Employers, HR professionals, legal counsel, and government agencies often contact 808 Investigations when a workplace concern arises that requires a neutral third-party investigation. Some of the most frequent reasons include:

✅ Sexual Harassment Allegations
Allegations of inappropriate comments, conduct, or behavior between employees or management.

✅ Discrimination Complaints
Concerns involving race, gender, age, disability, religion, or other protected classes under state or federal law.

✅ Hostile Work Environment Claims
Repeated behavior or patterns of conduct that create a toxic, intimidating, or offensive workplace culture.

✅ Retaliation or Whistleblower Reports
Situations where employees believe they’re being punished for reporting wrongdoing, safety issues, or harassment.

✅ Misconduct or Policy Violations
Employee theft, timecard fraud, substance abuse, or misuse of company equipment or resources.

✅ Bullying or Workplace Violence Concerns
Reports of verbal abuse, threats, intimidation, or physical aggression that jeopardize employee safety.

✅ Employee-to-Employee Conflicts
Longstanding interpersonal issues or personality clashes that escalate beyond what HR can address internally.

✅ Leadership or Management Misconduct
When a supervisor, manager, or executive is accused of inappropriate conduct or ethical violations.

✅ Unethical Behavior or Conflicts of Interest
Cases involving improper relationships, personal gain, favoritism, or misuse of authority.

✅ Compliance with Union/Agency Procedures
In unionized or government workplaces, we assist in navigating proper protocol including Weingarten and Garrity rights.