Workplace Investigations

• What if a new employee tells you they saw someone take an expensive piece of equipment from the building?
• What happens when an employee comes to you and reports that he/she was sexually harassed by an employee or a supervisor?
• What do you do if an employee reports that a co-worker is violating a company policy?
• How do you take prompt action to stop any inappropriate conduct?
• How can you apply necessary disciplinary action(s)?
• How do you determine if further training around discrimination and/or harassment is warranted?

How you respond to complaints like these could make the difference between a prompt and effective resolution of the matter and an expensive lawsuit. In cases involving allegations of sexual harassment, federal law actually requires employers to investigate, so when you uncover employee wrong doing, or an employee comes to you with a complaint, you have to be ready to investigate.

In situations like these, it can more effective to use a “neutral” third party to conduct the investigation, especially when no one in the organization has the training to conduct an internal investigation or when the person accused of misconduct is a manager or an executive.

MEA has experienced HR professionals who can perform sensitive third-party workplace investigations. Our services include comprehensive investigation, consultation with management on appropriate action to take for resolution, referral to legal counsel when applicable. MEA can also provide discrimination and/or harassment training as requested.

For more information on workplace investigations, please contact us at mea@meainfo.org or 800.662.6238.