• Who does Prism Investigations work with?

    • Prism serves businesses/employers, k-12 schools, higher education,  public agencies, and organizations, not individuals. We do not offer services for domestic, spouse, custody or personal surveillance matters. 

    What states does Prism serve?

    • Prism serves organizations in Oregon, North Carolina, Georgia, Mississippi, and Florida. We are able to serve our clients remotely and customize our approach depending on the nature of the matter, client needs, and scope of work.

    Can workplace, Title IX, and education investigations be handled remotely?

    • The team at Prism Investigations is equipped to handle your case remotely with confidentiality and attention to detail. Our approach to remote work includes: 

      • Remote Intake via phone or video conference

      • Virtual Interviews 

      • Documents and records can be reviewed electronically

      • Reports are prepared and delivered electronically

      • Some matters may require or benefit from in-person work

  • What types of investigation and fact-finding services does Prism provide?

    • Workplace harassment investigations

    • Workplace discrimination investigations

    • Bias incident reviews

    • Title IX fact-finding

    • Title IX decision making

    • Special Education / Section 504 matters

    • Personnel and employee misconduct matters

    • Investigation consultations

    • Workplace climate assessments

    What is a workplace investigation?

    • A workplace investigation is a neutral fact-finding process used to review employee or workplace-related concerns, such as harassment, discrimination, retaliation, bias, misconduct, or other personnel matters. The process may include reviewing documents and policies, conducting administrative witness interviews, gathering relevant information, and preparing an objective report to help the organization understand what occurred and determine appropriate next steps.

    When should an employer bring in an outside investigator or fact-finder?

    • An organization should bring in an outside investigator or fact-finder when a complaint is sensitive, complex, high-risk, or may involve a conflict of interest. This can include workplace harassment, discrimination, retaliation, bias, employee misconduct, Title IX matters, or concerns involving leadership, public agencies, schools, or legal/compliance issues. A neutral third party can help ensure the process is objective, well-documented, and handled with appropriate care.

    What is Title IX fact-finding?

    • Title IX fact-finding is a neutral process used to gather and review information related to complaints involving sex-based discrimination, sexual harassment, sexual misconduct, or related concerns in educational settings. The process may include reviewing policies and records, conducting administrative interviews, organizing relevant documentation, and preparing an objective fact-finding report to help the school or institution understand the facts and determine appropriate next steps.

    What is Title IX Decision-Making?

    • Title IX decision-making is the process where a designated, neutral official or panel evaluates evidence from a Title IX investigation to determine whether a person or institution violated school or federal sex-discrimination policies.

    What is independent fact-finding in a workplace investigation?

    • Independent fact-finding is a neutral process used to gather, review, and organize relevant information about a complaint or concern. It may include intake, document review, administrative witness interviews, analysis, and an objective written report.

    What does neutral third-party investigation mean?

    • Having a neutral third party investigator means you are utilizing an outside company or individual like Prism Investigations who is not part of the organization’s internal decision-making team. The role of a neutral third-party investigator is to gather and evaluate facts objectively. Once the investigative report is delivered, the organization/client utilizes the information to make decisions based on its policies, legal obligations, and advice from counsel. 

    What is a workplace climate assessment?

    • A workplace climate assessment helps an organization better understand employee experience, workplace culture, and areas of concern before or beyond a formal complaint process. It may include confidential interviews, surveys, policy or documentation review, and an objective summary of themes, patterns, and opportunities for improvement. This process can help employers, schools, public agencies, and organizations identify concerns, strengthen communication, and support a more respectful and compliant workplace.

  • What happens after I submit a service request?

    • After you submit a service request, Prism reviews the information provided and follows up to determine the appropriate next steps. New clients will need a signed services agreement before a matter is assigned. For investigation and fact-finding services, an investigator is typically assigned within 12 hours, and initial case intake generally occurs within 24 business hours during regular business hours.

    When are investigators available?

    • The initial case intake and most interviews occur during regular business hours.  Investigators are available to conduct interviews in the evenings and weekends, upon request.

    Are interviews conducted remotely or in person?

    • In general, the assigned investigator will coordinate with the client to conduct virtual or neutral location interviews or on-site interviews in client facilities. Investigators may recommend off-site interviews on a case-by-case basis.

    What information should we provide when requesting services?

    • Utilizing our request services form collects all the information we need for initial contact. 

    Are the investigative interviews recorded?

    • Yes, all of our investigative interviews are audio recorded to ensure accuracy. One copy of recordings will be provided to the client at the same time as an investigative report and notes. A transcript of the interview will also be provided.

    What does the final report include?

    • The final report typically summarizes the scope of the matter, the information reviewed, the individuals interviewed, relevant timelines, key facts, and objective findings. Depending on the engagement, the report may include a summary of the complaint or concern, applicable policies or documentation reviewed, interview summaries, supporting materials, and a clear fact-finding analysis. Prism’s role is to provide an objective report that helps the organization understand what occurred and determine appropriate next steps.

    How long does the process take?

    • The timeline depends on the complexity of the matter, the number of people involved, the availability of witnesses, the volume of documents to review, and the scope of the requested work. Some matters can move quickly, while more complex workplace, Title IX, education, or personnel-related reviews may require additional time for interviews, documentation review, analysis, and reporting. Prism works with each client to clarify scope, timing, and expectations at the start of the engagement.

  • What type of background checks do the investigators undergo?

    • All Oregon licensed private investigators undergo required criminal background checks, and fingerprinting is processed through the Oregon State Police (OSP) and the Federal Bureau of Investigation (FBI). Our investigators will complete any additional background verification, as required by the client.

    Are Prism investigations confidential?

    • All our investigators have entered into confidentiality agreements as part of the hiring process. Investigators will complete client-specific confidentiality agreements, upon request.

    How does Prism remain neutral and impartial?

    • Prism approaches each matter as an independent fact-finder, focused on gathering and reviewing information objectively. The process may include reviewing relevant documents, conducting administrative witness interviews, identifying key facts, and preparing an objective report without advocating for either side. Prism’s role is to support a fair, thorough, and well-documented process so the organization can make informed decisions.

    Can Prism work with legal counsel, HR, or school administrators?

    • Yes. Prism can work with legal counsel, HR professionals, school administrators, public agency leaders, and other organizational representatives depending on the nature of the matter. At the start of an engagement, Prism helps clarify roles, scope, communication expectations, and the information needed to support the fact-finding process.


    Does Prism make employment, discipline, or school-related decisions?

    • No. Prism provides independent fact-finding, documentation review, administrative interviews, and objective reporting. Employment, discipline, student-related, policy, or other organizational decisions remain with the client, leadership team, school, agency, or appropriate decision-maker, often in consultation with legal counsel or internal advisors.

    How are conflicts of interest handled

    • All our investigators receive training on identifying potential and actual conflicts of interest, and attend required ethics training. In addition, investigators certify there is no conflict of interest before starting the investigation.