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Labor & Employment Law

: Strategic HR Lawyer

Workplace Investigation Primer - Avoiding Common Traps

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Investigations of workplace misconduct require orderly and methodical practice to ensure that they will pass the scrutiny of lawyers, governmental agencies and other stakeholders if they are challenged.  All too often, investigations are handled in a manner that leaves them open to criticism and challenge.  I should know. I do many of them and, well, am used to others trying to poke holes in my investigations.  After years of doing these, I have found that many of these errors committed are predictable, preventable and repeated over and over again. 

With practical insight, planning and a commitment to a disciplined process, those who are responsible for workplace investigations of misconduct can promote a realistic outcome to what typically amounts to a stressful and often divisive employee relations situation, thereby avoiding the possibility of the situation spiraling quickly in to a sea of uncertainty  Whatever the result or outcome of the investigation, one that is conducted properly not only becomes legally defensible but is also consistent with notions of fairness and justice required by today's workforce.

I'll be embarking on a series of tips and techniques to help you the reader more effectively conduct investigations.  While many of these may seem obvious… trust me, organizations and their investigators make these mistakes ALL the time.

For more, see my book:  Workplace Investigations: Discrimination & Harassment

Full post as published by Strategic HR Lawyer on January 12, 2012 (boomark / email).

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