Investigations and Workplace Assessments
Conducting the Investigation
We can serve as a neutral third-party, knowledgeable in employment law and experienced in the nuances of investigating workplace complaints.
For employers who do not have human resource personnel, or whose HR staff has not been trained in the "how to's" of investigating employee complaints, we offer half-day training sessions. The training focuses on when a duty to investigate arises, how to go about the investigation, who to talk to, what to say about confidentiality, what to document, and what factors to consider in reaching conclusions and making recommendations. Useful checklists are provided to serve as guidelines for the investigator.
After an organization has completed its own internal investigation, a "second opinion" may be needed on the scope and outcome of the investigation before final determination is made. A neutral evaluation by an experienced employment attorney, especially one who regularly investigates such claims and serves as a mediator of employment disputes, can be a useful tool in enabling an employer to evaluate their position and to more appropriately respond to the employee's concerns.
Conducting a Workplace Assessment
When complaints or concerns bubble up from a group, this could be an indication of more widespread dissatisfaction in the workplace. We can interview employees, review policies, and provide overall workplace assessments to facilitate understanding and lead to recommendations on how to create a more positive work environment.
|Insight Mediation resolves your conflict - When it counts|