Start promptly.Build a record.Decide what comes next.

Arvanic costs $79 for one investigation, charged once. There is no subscription, no tier to choose, no participant fee, and no feature gate. A factually unrelated complaint is a separate investigation and requires a separate purchase.

One workplace complaint or factually connected course of conduct. That includes every related complainant, responding party, and witness, the related allegations, exhibits, and policy materials, and any related participant or information identified later. Arvanic does not charge again as the investigation develops.

No. Arvanic is designed not to score individuals, make employment decisions, or recommend employment actions. It does not decide credibility, fault, liability, or legal sufficiency. Human decision-makers remain responsible for evaluating the information and determining what action, if any, to take.

No. Arvanic is not a law firm and does not provide legal advice or a law-firm investigation. The Arvanic platform provides information to an employer quickly and efficiently. In turn, the use of Arvanic can help an employer resolve a complaint internally or decide whether law-firm assistance is needed.

Participants do not create accounts on Arvanic. Each participant's interview is collected one of two ways: via a time-limited email invitation link for them to complete an online interview on the platform, or via a questionnaire file that can be downloaded and uploaded once completed. That gives employers maximum flexibility for how interviews will be conducted. And the employer's assigned Case Manager previews the exact wording each participant will see before an invite is sent or a questionnaire is downloaded.

An investigation report you can download: a structured document covering the investigation overview, participation status, an executive summary, a detailed investigative summary, the interview transcripts, exhibits, points of difference and outstanding questions, and next fact-development steps.

Federal guidance expects employers to take reasonable steps to prevent and correct harassment, which includes conducting a prompt, thorough, and impartial investigation when a complaint arises. This duty applies whether the complaint is formal or informal, and whether or not it uses specific legal terms.

Source: EEOC.gov

The standard is promptness. There is no fixed number of days, but the expectation is that an employer begins investigating as soon as it learns of alleged misconduct. Unnecessary delay can undermine an employer's ability to show it took reasonable care.

Source: EEOC.gov

An employer generally has an independent obligation to address potential misconduct regardless of whether the person who reported wants a formal investigation. Failing to act because the reporter asked you not to can still expose the employer to liability if the conduct continues.

Source: EEOC.gov

Many workplace complaints can be investigated internally using a structured, documented process. Outside counsel or an external investigator may be appropriate when the matter involves senior leadership, raises complex legal questions, or when the employer needs an independent perspective.

Source: EEOC.gov

A thorough report typically summarizes the complaint, identifies the parties and witnesses interviewed, presents the relevant facts gathered, and documents the investigator's findings. It should be written in neutral, factual language without predetermining outcomes or using legal conclusions.

Source: EEOC.gov

An employer that fails to investigate a complaint of harassment may lose the ability to assert the affirmative defense that it exercised reasonable care to prevent and correct the conduct. Courts have recognized that failing to investigate may be evidence that the employer did not take the complaint seriously.

Source: EEOC.gov

Federal anti-discrimination laws enforced by the EEOC apply to employers with 15 or more employees. However, many state and local laws set lower thresholds — some apply to employers with as few as one employee. Regardless of size, any employer benefits from a documented, consistent process for responding to complaints.

Source: EEOC.gov