As an Human Resource Manager, you have a lot of responsibilities, including the unenviable task of conducting workplace investigations, commonly referred to as an HR investigation or Workplace Investigation.
Conducting HR investigations may be undertaken when:
• An employee lodges a complaint.
• Your organization is facing a lawsuit from the EEOC, ICE, an Employment Lawyer, or other government agencies.
• You suspect wrongdoing by an employee and require proof prior to termination for just cause.
• Whistleblowing accusation.
These kinds of situations call for a thorough workplace investigation to take place and must be handled carefully from the beginning to avoid legal consequences later.
Najar Investigations conducting a proper workplace investigation will ensure you can fully understand and manage the situation. Failing to do so could leave your organization vulnerable to large legal settlements from lawsuits.
Some investigations may only be fact-finding missions, or undertaken to assess whether an employee complaint should result in disciplinary action.
Internal investigations may also be required in situations where the company is already facing legal action and needs to have all the facts to properly defend themselves in court.
No matter the situation, workplace investigations can be fraught with tension. You can protect yourself and your organization!
To do so, you must consider:
• Legal Issues
Will your organization be held liable if you fail to investigate or investigate improperly?
• Employee Rights
Are you respecting the rights of employees and fostering an appropriate work environment?
Failure to properly investigation a situation places you and your company in a poor light, and can quickly make the situation worse.
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