Investigations

Unfortunately, employee misconduct -- for example, sexual harassment and theft -- happens.

Before taking any responsive employment action to a claim of misconduct, an employer is obligated, as a matter of law and/or good business practice, to promptly and fairly investigate the situation. Employers who fail to do so or who mishandle the investigation increase their exposure to lawsuits.

We provide thorough and prompt investigations relating to workplace misconduct. We help our clients determine whether or not a claim has merit and, if so, appropriate responses and remedies. We also help clear individual supervisors or managers wrongfully accused. We prepare investigative reports, which can be cited by courts and administrative agencies in dismissing claims against our clients. In short, the investigation - - properly handled - - can be used as a powerful defensive tool.

Even if you have a Human Resource professional, you may consider using our services if the allegations are of a serious nature involving senior-level employees; you identify a real or perceived conflict of interest impeding an effective investigation; time constraints do not allow you to investigate promptly; or you simply prefer an outside, impartial investigator. Of course, we are available to provide legal guidance and analysis should you undertake an investigation using your own Human Resource professional.