A. The investigator should be confident in his or her ability to conduct a prompt, thorough, and impartial investigation. Confidence is best supported by training and experience in conducting workplace investigations. Impartiality is something that the investigator should strive for incessantly and personally critique at every step because this is a likely future subject of debate, sometimes in litigation. Consistency to an established process effectively addresses the variety of issues that emerge for qualified HR personnel conducting investigations in most cases. Many circumstances associated with the criteria above justify retaining a third-party investigator, but also include demonstrating the employer’s serious attention the issue and, perhaps most popularly, lack of sufficient time to achieve promptness for the internal HR professional. If you need help, call us at 800.884.1328.
Q & A – August 19, 2014