The standards that make findings hold up.
Sreevidya Varma is one of a small number of AWI Certificate Holders in Asia, and the only independent practitioner in India. More than 300 investigations across 50+ organisations, spanning IT, automobile, FMCG, aerospace, BPO, education, and unionised environments, since 2014.
The AWI-CH is the only ANSI-accredited global benchmark for workplace investigation practice. Rigorous and examination-based: planning, interviewing, evidence assessment, credibility analysis, and defensible reporting.
AWI certificate programme ↗-
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AWI-CH, the investigator's qualification
The person conducting your investigation has passed the examination. Not someone in the firm. The qualification is individual, not organisational.
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PEACE model & Méndez Principles, interview methodology
Structured, bias-free, trauma-aware interview practice. Used by law enforcement and regulators globally. Applied in every WORQsense interview, complainant to respondent to witness.
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Legally compliant but procedurally deficient is still a liability
Most IC members know the PoSH Act. Few know how to conduct a defensible inquiry. The gap is where organisations are exposed, in court, appellate review, and board scrutiny.
Why this matters now.
PoSH obligations maturing
After a decade, regulators and courts are examining process quality, not just compliance. Weak investigations are now a documented liability.
GRC mandate under the new labour codes
The Industrial Relations Code extends structured grievance handling to a far broader class of employers. The obligation is coming before most organisations are ready.
Scrutiny rising
Tribunals now examine how an investigation was conducted, not just what it concluded.
Improvisation no longer defensible
Ad-hoc responses create legal, ethical, and reputational exposure. Good intentions are not a substitute for process.
Is this your situation?
WORQsense handles PoSH Act 2013, GRC under IR Code 2020, misconduct, conduct, and employment matters, and Section 10 conciliation when the complainant requests it.
A PoSH complaint has been received
The 90-day deadline is running. The IC is untested. Or the complaint involves a senior leader. Each of these changes what the inquiry needs to be.
A GRC matter requires investigation
Grievance Redressal Committee matters under the IR Code 2020 require independent investigative capability, separate from PoSH, and equally demanding of process rigour.
Internal capacity is compromised
The internal team knows the parties. Or leadership is implicated. Or the IC has never run an inquiry before. Independence is not optional when proximity is a fact.
A prior investigation is being challenged
A previous inquiry is subject to court challenge, appellate review, or board questioning. An independent assessment of process and findings is required.
Conciliation has been requested
Under Section 10 of the PoSH Act, the complainant may request conciliation before an inquiry. This requires a credentialled process. Sreevidya Varma is an AMINZ-credentialled mediator.
ERA exposure (New Zealand)
A personal grievance, dismissal, or disciplinary matter requires a defensible process under the Employment Relations Act 2000.
Four commitments. No exceptions.
Independent investigations into sexual harassment, bullying, and serious misconduct, conducted to the AWI-CH standard. Findings tied to evidence. Inferences documented. Credibility assessed without bias. Built to survive challenge.
Defensible
Built to withstand challenge in court, on appeal, and under procedural review.
Independent
No advisory role, no prior relationship, no conflicting position, and free to reach unwelcome findings.
Trauma-aware
Practice that accounts for trauma's impact on memory, disclosure, and credibility.
Precise
Honest scope, proportionate conclusions, no inflated findings.
Every investigation report carries a systems signals section - what the inquiry revealed about the structural, cultural, and leadership conditions behind the complaint. For clients who want to go further, 
ReWireWorks takes it from there.
The interview is where investigations succeed or fail.
Structured, evidence-based interviews are the foundation of every defensible finding. WORQsense applies IMS investigative interviewing methodology throughout every engagement.
IMS is a specialist investigative interviewing organisation that applies and teaches internationally recognised best practice, including the PEACE model and Méndez Principles, supported by the proprietary TILES System® for interview planning, management and evaluation in workplace settings.
WORQsense contextualises these best-practice interviewing approaches for PoSH, GRC and employment relations settings across India and New Zealand. It is purpose-built for workplace investigations rather than adapted from law enforcement.
Preparation and Planning, Engage and Explain, Account, Closure, Evaluate. A structured framework that produces reliable evidence and protects procedural integrity from first contact to final report.
UN-grounded principles for non-coercive, trauma-aware interview practice. Applied across every interview in every engagement: complainant, respondent, and witness.
IMS's structured interview management framework. Applied in investigations and taught in WORQsense capability programmes so IC members and HR teams can conduct interviews to the same standard.
Every engagement starts with a conversation.
No pitch, no pressure. Tell us about the matter and we'll tell you honestly whether and how we can help.