Articles by Rachel Ablin, Esq.

How to Investigate Workplace Bullying Claims

Workplace bullying creates a toxic environment. An employee who feels they are being intimidated, threatened, or humiliated, or some combination thereof will not feel welcome in your workplace, nor will they be able to perform at their maximum potential. The predicament for many employers is how to handle claims of bullying and how to thoroughly investigate these claims.

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Questions to Ask During Internal Investigations

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.

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Virtual Investigation Checklist

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.

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Key Steps for Closing Out an Internal Investigation

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.

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False Claims in the Workplace: How to Handle Them

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?

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10 Things to Do When Investigating a Complaint

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.

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Implicit Bias in Investigations

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.

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