HR Investigations
Conducting a prompt, professional investigation into employees’ concerns is critical to defending discrimination claims before an EEOC/DOL charge or suit is filed. Consider the following:
When should an investigation begin?
As soon as possible after your organization becomes aware of an
employee’s discrimination or harassment concerns or issues.
Who should conduct the investigation?
It is extremely important that an objective, neutral person
conduct the investigation. This is especially true if a manager
is accused of harassment, or is said to have witnessed
harassment, that individual should not conduct the
investigation. Organizations must avoid even the appearance of
a conflict of interest.
Our firm has assisted numerous organizations in conducting such
investigations.