Frequently Asked Questions

1. Are investigators with Nexus Investigations licensed investigators?

Yes.  Investigators with Nexus Investigations are licensed as Private Investigators through the Texas Department of Public Safety Private Security Bureau.

Investigators with Nexus Investigations are also certified as Equal Employment Opportunity Investigators, having completed 32 hours of EEO Investigator training as federally mandated by the MD 110 management directive.

2. What kinds of investigative services does Nexus Investigations offer?

Nexus Investigations specializes in political opposition research, private investigation pursuant to corporate mergers and acquisitions, executive vetting and reputation management. Nexus Investigations also offers traditional private investigative services.

3. What is political opposition research and how can Nexus Investigations assist political campaigns and candidates running for office?

Nexus Investigations investigates political opponents, to identify strengths, weaknesses, personal and professional backgrounds, that may be influential to a hiring candidate’s political victory.  Increasingly, candidates also request opposition research on themselves, to be proactive with respect to any potential issues that may come to light. Investigation of political opponents and/or candidates is tailored according to the hiring campaign’s needs and/or focus areas.   Investigation of political opponents and/or candidates remains completely confidential and sole property of the hiring candidate and campaign.

4. How is Nexus Investigations hired to work on civil or criminal cases?

Regarding the prosecution, Nexus Investigations is recommended by the prosecuting attorney and appointed by the judge handling the criminal or civil case.  Alternatively, Nexus Investigations may be hired by the plaintiff.

Regarding the defense, the defense attorney or defendant can hire Nexus Investigations to investigate matters pertinent to the case.

5. Does Nexus Investigations investigate spousal or partner cheating crimes like infidelity?

Yes.

6. Does Nexus Investigations do undercover surveillance?

Yes.

7. What kinds of equal employment opportunity services does Nexus Investigations offer to federal government agencies?

Nexus Investigations contracts with federal government agencies to investigate allegations of equal employment discrimination.

8. What kinds of equal employment opportunity services does Nexus Investigations offer to individuals who feel they may have been discriminated against by their employer or at their place of employment?

If you believe you may have been discriminated against by your employer or at your place of employment, Nexus Investigations will meet with you prior to you filing a discrimination complaint, in order to help ascertain whether or not you may have a legitimate discrimination claim.  Nexus Investigations will also identify what proof you would need to provide, in order to support your discrimination claim, and recommend steps to take prior to filing a discrimination claim.  All discussions remain confidential between the investigator and the individual or individuals considering filing a discrimination claim.

9. What kinds of claims qualify as employment discrimination?

For a discrimination claim to be considered, your employer’s alleged violation(s) must fall under one of the following “protected classes” – race, color, religion, sex, national origin, age, disability, or retaliation.  A protected class is a list of circumstances where Federal law has specifically said “people are protected against discrimination under these circumstances.”

Alleged violations pertaining to race, color, religion, sex, national origin, or retaliation violate Title VII of the Civil Rights Act of 1964.  Other types of discrimination that U.S. law protects workers from are discrimination based on age, disability, or wage discrimination.  According to the Age Discrimination in Employment Act of 1967 (ADEA), federal law protects against employment discrimination on the basis of age, but only for people who are 40 years old or older.  The Rehabilitation Act of 1973 protects against discrimination towards people with disabilities.  And, the Equal Pay Act of 1963 protects against sex-based wage discrimination in situations where a job requires equal skills, effort, and responsibility; are performed under similar working conditions; but two comparative workers in essentially the same job are paid radically different wages.

10. What might I be awarded by a judge if I win my employment discrimination claim?

There are limits on the amount of compensatory and punitive damages a person can recover. These limits vary depending on the size of the employer.  The following limits on compensatory and punitive damages apply only to race, color, religion, national origin, disability, and retaliation claims.  Claims regarding age discrimination or sex discrimination adhere to different limits for compensatory and punitive damages.

Regarding employers with 15-100 employees, the complainant may receive a maximum award amount of $50,000.

Regarding employers with 101-200 employees, the complainant may receive a maximum award amount of $100,000.

Regarding employers with 201-500 employees, the complainant may receive a maximum award amount of $200,000.

Regarding employers with more than 500 employees, the complainant may receive a maximum award amount of $300,000.

11. What kind of money might I be awarded by a judge if I win an age discrimination or sex discrimination employment claim?

In cases involving intentional age discrimination, or in cases involving intentional sex-based wage discrimination under the Equal Pay Act, victims cannot recover compensatory or punitive damages, but may be entitled to “liquidated damages.”  Liquidated damages may be awarded to punish an especially malicious or reckless act of discrimination. The amount of liquidated damages that may be awarded is equal to the amount of back pay awarded the victim.

12. What is the filing deadline for an alleged employment discrimination complaint?

For Federal Agencies, an aggrieved person has 45 days from the alleged discriminatory matter to file a pre-complaint (initial resolution attempts involve EEO counseling).

For Private Agencies, you can file an alleged discrimination claim through the EEOC or your state’s workforce commission.  Regardless of which avenue you choose to file, your claim is automatically filed with both the EEOC and your state’s workforce commission.  However, if you decide to file with the EEOC, you have 300 days from the alleged discrimination to file a claim.  Alternatively, if you decide to file with your state’s workforce commission, you have 180 days from the alleged discrimination to file a claim.

13. Is Nexus Investigations insured?

Yes. We have both Commercial General Liability and Professional Liability, with $1,000,000 for each occurrence, $2,000,000 for general aggregate, and $2,000,000 for products comp/ops aggregate. These policy limits exceed State of Texas mininum insurance requirements.

14. What does Nexus Investigations charge for investigative services?

To discuss your investigative needs or inquire further about our services, please call (214) 736 – 7920.