Workplace investigations have always been a key part of the human resources function and employment law compliance. However, the need for such investigations, and the consequences of conducting them poorly, have grown exponentially in the “Me Too” era.
Obviously, more employees are aware of their rights and feel emboldened to exercise them. Additionally, complaints not only involve the traditional categories of discrimination and harassment, but now increasingly include harder-to-define areas such as “bullying” and “intimidation.” In the current environment, there is also a higher expectation that employers investigate and address complaints appropriately.
While most employers have an established investigatory process, and handle the blocking and tackling well, here are five common, but not always obvious, ways to trip up:
There are many other components to investigation excellence, and employers should consider training as well as process updates. Those in charge of compliance must raise their games in light of the challenges posed by the current environment.
*This article was originally published in the Miami Herald. To view the article, please click here.