Investigate the conduct. Base decisions on the facts.
Supplier favouritism, harassment reports or resources used outside company rules call for an impartial investigation. Baruch examines employee and third-party conduct, organises the evidence and supports the company's response.
Scope and deliverables defined for your business.
BARUCH / ANALYSIS AND EXECUTIONInvestigation report
01 / When it makes sense
Reports or indicators concern harassment, discrimination, conflicts of interest, third-party favouritism, diverted funds or misuse of property, information and systems. The service also addresses potential breaches of the company's code of conduct and policies.
HR, Legal, Compliance, ethics committees and leaders responsible for investigating conduct and deciding the response.
In practice
Hypothetical examples of situations where this solution can help your organisation.
An allegation identifies a possible connection between the purchasing approver and a supplier receiving frequent exceptions. The investigation examines the relationship, selection criteria and approvals before concluding whether a conflict of interest or favouritism occurred.
Team members report repeated humiliating treatment or discrimination. Interviews, documents and available records help establish the context, compare accounts and support assessment by HR and Legal.
A telecom operation identifies activations attributed to the same employee and commissions that do not match recorded sales. The investigation cross-checks access records, authorisations and payments to clarify the conduct, potential loss and control weaknesses.
02 / From analysis to decisions
03 / Your deliverables
Choose an option to see an example deliverable.
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An executive summary and assessment of accounts, interviews and records, with a timeline and reasoned conclusions. The report distinguishes evidence-supported findings from matters that remain inconclusive.
Illustrative structure. No client data or results.
A manager allegedly favoured a supplier with whom they have a connection.
Hypothesis to verifyOrder EX-01 was approved without the quotation required by policy.
Documented discrepancy identifiedThe reason for the exception and the relationship between the parties still need verification.
Conclusion on favouritism pendingThe timeline separates the account, records and open questions. A missing quotation alone does not establish favouritism.
Content and depth are defined according to your project scope.
Each investigative question linked to relevant documents, records and interviews, with sources, discrepancies and gaps. Materials organised to support assessment by HR, Compliance and legal advisers.
Illustrative structure. No client data or results.
| Focus | Illustrative example | Interpretation / next step |
|---|---|---|
| Applicable rule | Policy EX-02 sets out when a purchase requires quotations. | Check validity on the event date |
| Recorded decision | The order and approval are compared with the rule and the account. | Illustrative reference EX-01 |
| Accounts from those involved | Interview explanations are assessed against the documents. | Record consistency and discrepancies |
The matrix shows what supports each assessment and what remains unclear, allowing the company to evaluate the case without presuming responsibility.
Content and depth are defined according to your project scope.
Priorities and responsible teams for next steps, with risk assessment and control recommendations. This may include policy and code-of-conduct reviews, training and follow-up on agreed actions.
Illustrative structure. No client data or results.
Present findings to the teams responsible for disciplinary or legal measures.
Decisions rest with the company and its advisersReview conflict declarations, exception rules and purchasing approvals.
Proposals linked to findingsTrain responsible teams and review implementation of agreed measures.
Stages defined in the agreed scopeThe plan connects findings to decisions, controls and training. This is an illustrative example, not a client case.
Content and depth are defined according to your project scope.
Which decision should this deliverable support?
Tell us what you need04 / The work
Explore the stages of the work. The scope starts with your context, available information and the decision your business needs to make.
With HR, Legal and Compliance, we establish the reported concerns, investigative questions and risks to people and operations. We agree the scope, authorised sources and steps to preserve relevant materials.
We conduct initial and follow-up interviews, analyse documents and physical and digital records, and cross-check accounts. Relevant Background Checks and field verification may form part of the investigation, using lawful sources and respecting data protection requirements.
We deliver an impartial assessment with a timeline, evidence and limitations. We help responsible teams evaluate next steps and review controls, policies and codes of conduct. Training and follow-up on improvements form part of the work when included in the agreed scope.
05 / A tailored scope
Combine the capabilities your challenge requires.
We plan the investigation, conduct interviews and examine documents and records obtained with authorisation. We assess information against the facts and applicable policies without presuming anyone's responsibility.
Deliverable: A report of verified facts, available evidence, inconclusive points and recommendations to support HR, Compliance and Legal, including policy reviews and training within the agreed scope.
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