Articles by Rachel Ablin, Esq.
In the past, we have discussed why open-ended questions help us conduct more effective investigations when there are allegations of discrimination or harassment. To ensure the investigation is as thorough as possible, you’ll also need to focus on asking specifics – from the complainant about her allegations, from all witnesses involved, and from the subject of the investigation itself.
Over the last year, the Covid-19 pandemic has fundamentally changed the way workplaces operate. Consequently, the way workplace investigations are conducted has changed as well with many being conducted virtually. As an investigator, this means that you may need to change some of your tactics and strategies when conducting a virtual workplace investigation. The following virtual investigation checklist may help.
If you investigate workplace complaints, you are bound to encounter a “he said/she said” case where you must focus on assessing credibility.
Investigating a workplace complaint can be a long and tedious process; however, every complaint should be taken seriously, and given the time and attention it deserves. When an investigation nears a conclusion, closing out the complaint properly can be as important as the investigation process itself. The following key steps will help ensure that you close out an internal investigation correctly.
When an employee alleges discrimination or harassment in the workplace the employer is legally required to act swiftly and efficiently to try and determine if the claim has merit. If evidence is uncovered that supports the allegations an employer’s legal obligations are relatively clear; however, what should an employer do when there is no evidence to support the allegations?
Anytime an employee makes a workplace complaint, that complaint should be taken seriously and acted on without delay. In fact, a number of federal and state laws require an employer to conduct an immediate investigation. Just as no two complaints are ever identical, neither are any two investigations carried out in exactly the same manner. Nevertheless, there are some common steps that should be taken when investigating all workplace complaints.
Here, we take a deep look at 12 types of unconscious bias in order to better understand how they may impede your workplace investigations.
For Generation Z, a diverse workforce may be the most important factor when they are job hunting.
By definition, a workplace investigation should be an unbiased search for the facts of what happened. In reality, people who conduct investigations are susceptible to both conscious and unconscious bias. Better awareness of how your implicit bias could impact a workplace investigation is crucial to furthering your goal of uncovering the facts.
Employers have a legal obligation to investigate claims involving a variety of different types of alleged discrimination in the workplace. Given recent events, claims of race and sex discrimination in the workplace are making headlines. If you are faced with a claim of race or sex discrimination, it is imperative that you understand the law and know how to respond.