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...
If you investigate workplace complaints, you are bound to encounter a case that boils down to “he said/she said.” In these investigations, the risk of getting it wrong can be great. Subjecting an employee to discipline or termination without sufficient proof of...
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...
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...
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,...
Recently, we published an article that touched upon unconscious bias and ways to prevent these biases during a workplace investigation. Here, we’ll take a deeper look at 12 types of unconscious bias in order to better understand how they may impede your workplace...
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