Less searching between systems
Define the people, dates and sources relevant to the matter. Bring the selected communications into a shared investigation workspace.
Simply Discover / People & evidence
Human
Resources.
Sensitive matters.
Clearer context.
Bring communications, timelines and review decisions together. Support workplace investigations and employee data requests with evidence you can explain, in an environment you control.
Follow the evidenceA workplace concernScoped review
- 01 / EmailInitial concernOriginal correspondence
- 02 / ChatThe follow-upConversation in context
- 03 / DocumentMeeting notesSupporting record
Human assessmentConsider the evidence
Recorded findingsKeep the review history
- 01Focus the investigation
A defined scope. Relevant sources.
- 02Respect the sensitivity
Controlled access and careful review.
- 03Explain the assessment
Supporting evidence and a review history.
01 / Start with the concern
The matter is personal.
The evidence is scattered.
A complaint deserves attention. It also deserves context.
The relevant messages may be spread across email, Teams, Slack and documents. Finding them is only part of the work. Your team needs to understand the sequence, assess the surrounding conversation and limit access to sensitive information.
Simply Discover connects collection, search, review and reporting so HR, employee relations and legal teams can work from a clearer evidence base.
Privacy within the process
Use scoped collection and role-based access. Review personal and third-party information before sharing or disclosure.
A record of the work
Keep source references, findings and review activity together, so another authorised colleague can understand how the investigation developed.
02 / Put the conversation back together
A matching sentence
is not the whole story.
An employee raises a concern about how a change in responsibilities was communicated. The task is to establish what was said, when it was said and what other records help explain it.
Correspondence under reviewFictional example
Can we discuss the change in responsibilities before the next team meeting?
I would like to understand what was agreed and have the opportunity to respond.
Email / Request for clarification
Questions to examine
- What earlier discussion does the message refer to?
- Was there a reply in email or another channel?
- What do the meeting notes add to the chronology?
- 01
Set the scope
Record the concern and the questions to investigate. Select relevant custodians, dates and configured sources.
- 02
Connect the context
Use search, source-linked findings, relationships and timelines to examine how the matter developed.
- 03
Record the assessment
Review the underlying content, record findings and notes, and prepare material for the authorised team.
03 / The situations HR teams face
Different concerns.
The same need for care.
Support the people handling a sensitive matter with relevant evidence, controlled access and a record of the review.
Employee relations
Harassment & discrimination investigations
Examine relevant communications and their surrounding context. Develop the chronology and check supporting records without treating a search match or an AI label as a finding of wrongdoing.
Workplace conduct
Misconduct & policy questions
Review allegations of policy breaches or conflicts of interest against source evidence. Keep both supporting and contradictory information in view as the investigation progresses.
Communications oversight
Policy & compliance review
Where communications supervision is required, Spot can surface potential policy risks for authorised review. Policies, source coverage and review responsibilities are configured for the organisation.
About Spot supervisionEmployment records
Employment decisions & disputes
Bring relevant performance correspondence, disciplinary records or termination-related communications into a controlled review. Organise the evidence for HR and legal colleagues without automating the employment decision.
Help people understand the evidence.
Keep judgement with people.
04 / Employee data requests
When someone asks
for their data.
A current or former employee’s request can reach well beyond their own mailbox.
Employee DSAR workflowsIdentify the person and the scope
Bring the subject’s identifiers and relevant sources together. Search for information about the person, including discussions held in other communications.
Review personal and third-party content
Assess the information in context. Review sensitive material, redactions and withholding decisions before preparing a response.
Prepare a response you can explain
Build the response from reviewed material, with a case audit report recording scope, review decisions and reviewer attribution.
Relevant records may also contain someone else’s information. See how redaction fits into the review.
05 / Sensitive information. Deliberate control.
Your employee data.
Your environment.
Bring the software to your data.
Run Simply Discover in your own Microsoft Azure, AWS or on-premises environment. Align hosting, source access and review permissions with your organisation’s requirements.
Role-based access and audit trails support a controlled process. The investigation can be shared with the right colleagues without making the underlying material broadly available.
- Microsoft Azure
- AWS
- On premises
Relevant sources can include
- Microsoft 365
- Teams & Slack
- SharePoint & OneDrive
- Gmail & Mimecast
Availability depends on configured connectors or supported imports, source permissions and the scope of each collection.
06 / Common questions
A little more
context.
How does Simply Discover support a workplace investigation?
It brings scoped collection, search, source-linked findings, timelines and review into an investigation workspace. HR and legal colleagues can examine relevant material and retain a record of their assessment.
Does AI decide whether an employee has done something wrong?
No. AI can assist search and classification, with supporting content available for review. A label or matching passage is not a conclusion about conduct. Authorised people assess the evidence and make the decisions.
Can we review Teams, Slack, email and documents together?
Yes, through supported connectors and import workflows. The available content depends on the source connection or export, permissions and selected collection scope.
See the supported evidence sourcesCan it support a current or former employee’s DSAR?
Yes. DSAR workflows support subject identification, scoped collection, review of personal and third-party information, redaction and response preparation, with a record of review decisions.
Explore DSAR capabilitiesHow is access to sensitive HR information controlled?
The platform is customer-hosted in Azure, AWS or on premises. Role-based permissions control access, and audit trails record review activity. Your organisation defines the sources, scope and authorised reviewers.
Simply Discover for Human Resources
A clearer process.
A more considered response.
Talk through the workflow your team needs, from a workplace investigation to an employee data request. Start with the process, not sensitive case details.