Even Hand conducts independent workplace investigations and HR advisory work for employers and the counsel who advise them, nationwide. Impartial fact-finding, credibility analysis grounded in the EEOC framework, and defensible written reports under the preponderance-of-the-evidence standard.
Too few workplace investigators are genuinely neutral. Even Hand exists to be one, for employers anywhere in the country.
The firm was founded by Christopher Jackson, a senior HR professional whose career spans employee relations, leave and accommodation compliance, policy development, and complex investigations across both union and non-union workplaces, including large-scale construction operations governed by collective bargaining and project labor agreements.
That background matters in this work. A workplace investigation is only as valuable as it is defensible, and defensibility comes from process: a genuinely neutral investigator, a disciplined method, and a report that states findings, and their basis, clearly enough to withstand scrutiny. Even Hand is built around that standard, and around close coordination with employment counsel when a matter calls for it.
Investigation work is the core practice. The advisory services around it help employers stay out of the disputes that lead to one.
Independent fact-finding into harassment, discrimination, retaliation, and conduct complaints. Structured interviews, credibility assessment under the EEOC five-factor framework, and a written report with findings reached on the preponderance standard.
Practical, on-call guidance for employee-relations matters, investigation readiness, and the judgment calls that come up between formal engagements.
Development and overhaul of policies and employee handbooks that are clear, current, and consistent with how the organization actually operates.
A scoped review of HR practices, documentation, and exposure points, identifying where process and reality have drifted apart before it becomes a claim.
Support on leave administration, the interactive accommodation process, and the documentation that keeps those decisions defensible.
Manager and workforce training on harassment prevention, complaint handling, and the front-line skills that reduce the need for an investigation later.
Neutrality isn't a posture. It's a process. Each engagement follows the same disciplined arc, regardless of who is involved or where the findings land.
Define the allegations and the engagement, and clear conflicts before any fact-gathering begins.
Structured interviews and evidence collection, with consistent admonitions and a contemporaneous record.
Credibility assessed issue-by-issue against the EEOC factors; findings reached on the preponderance standard.
A clear written report stating each finding and its basis, leaving employment decisions where they belong, with the employer.
The SHRM-SCP credential reflects senior-level competence in HR strategy, policy, and people management, the foundation neutral investigation work is built on.
Whether you're an employer facing a complaint or counsel looking for a neutral investigator to bring into a matter, the first step is a brief, confidential conversation about scope.
Engagements begin only after a conflict screen and a signed scope of work. Initial inquiries are treated as confidential.
Please don't include sensitive details about a specific complaint in this form, we'll set up a secure channel after we connect.