How to Run an Internal HR Investigation with Eigent

How it works

1. Open the matter the day the complaint arrives with /employment-legal:investigation-open, and set privilege at the same time. Privilege applied later is much weaker than privilege applied from the start.
2. Add interview notes, documents, and new facts as they come in with /employment-legal:investigation-add. The risk assessment updates as the record grows, so late facts do not get lost.
3. Query the log at any point with /employment-legal:investigation-query to check a date, a witness account, or where the chronology has gaps.
4. Draft the privileged memo with /employment-legal:investigation-memo only once the investigation is substantively complete — a memo written mid-investigation records conclusions you have not earned yet.
5. Use /employment-legal:investigation-summary to produce the versions other people actually need: a plain-English page for the CEO, a different one for the board.

More prompts to try

• /employment-legal:investigation-add — Add to the open investigation for [matter]: interview notes from [witness] conducted [date] [paste], and the HR email chain from [date] [paste]. Flag any new fact that changes the risk assessment.
• /employment-legal:investigation-memo — Draft the privileged investigation memo for [matter]. Include the allegations, witnesses interviewed, documents reviewed, findings of fact, credibility assessments, and recommended outcome. Format for attorney-client privilege.
• /employment-legal:investigation-summary — Draft a summary of [matter] for the CEO. Plain English, no legal jargon, under one page. State the finding, the recommended action, and the business rationale.
• Show me the chronology for [matter] and list every open question we still need to answer before we can close it.

How to use

Open the matter before you do anything else, including the first conversation with the complainant — the value of this workflow is the record, and a record that starts three interviews late has a hole in it. Mark everything attorney-client privileged from the start; Eigent does this automatically, but confirm the treatment with counsel for your jurisdiction. Add facts as they arrive rather than reconstructing them at the end, and keep observed evidence separate from inference. Use this to manage the record, not to conduct the investigation: witness interviews are a trained investigator's job, and on serious matters they should stay that way. Escalate to outside counsel when the complainant has retained an attorney, when a senior executive is involved, when the allegations include physical conduct, or when a government agency is in the picture.

Expected output

A privileged matter file containing the chronology, parties, facts, documents, and open questions; a risk assessment that updates as facts are added; a privileged investigation memo covering allegations, findings, credibility notes, and recommended outcome; and plain-English summaries sized for non-legal stakeholders.

Limitations

• This manages the investigation record. It does not conduct interviews, and it is not a substitute for a trained investigator on serious matters.
• Privilege depends on how the matter is actually handled, not only on how documents are labelled. Confirm your privilege posture with counsel.
• Harassment and discrimination standards vary by state. The analysis applies the jurisdictions in your practice profile — anything outside them needs to be stated explicitly.