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Conducting Internal Investigations: You Can Handle the Truth!



Download whitepapers You’re sitting in your office one day when a female employee comes in, teary-eyed and upset. You ask her what’s wrong, and she proceeds to describe her frustration with her male supervisor. She goes on at length about the personality conflict between the two of them and how she feels he doesn’t respect her and constantly picks on her. You convey sympathy and suggest a group meeting to attempt to work through and resolve the conflict. The employee reluctantly agrees, stating, “I’ll try it, but I don’t expect him to change. He doesn’t like women. He treats all of us like this.”

The last statement is enough to trigger your obligation to investigate the situation -- not only under state and federal law, but likely under your antiharassment policy as well. The timing of your investigation and how you conduct it are as important as responding to the employee’s complaint.

To protect your organization, you must have an effective strategy in place for every phase of the process  -- from the moment you hear a concern to the days and weeks after your investigation is complete. With this advice-rich white paper, you'll learn a step-by-step approach to conducting investigations that uncovers the facts and leads to a successful resolution.

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