The dynamics in workplaces are complicated. When people come together with all their inherent biases, cultures, preferences, and styles, it is reasonable that problems occur. In a modern workplace, overlying profit motives, quickly evolving social norms, an increased spectrum of workers’ ages, and the pace of change make occasional disharmony inevitable. Workplace disharmony is also very expensive and legally precocious. Forward-minded employers realize that their profits, innovation, and future are very much determined by the dynamics within their workplace.

What is a Workplace Investigation?

At its core, a workplace investigation is an investigation into a situation within a workplace. Employers utilize the process of workplace investigations to varying degrees and for various reasons. Many employers conduct a workplace investigation because they recognize that discord amongst employees leads to an intolerable decrease in productivity. Additionally, all employers must conduct investigations into allegations of illegal behaviors, such as discrimination and hostile work environments. Other employers conduct workplace investigations simply because they have been unable to make sense of their employees’ bickering through informal processes. The workplace investigation industry is not new, and the duty to conduct investigations is so entrenched that the EEOC and some state workforce commissions are doing their part to help educate employers about their duty.

When employers conduct workplace investigations, the format of the investigation should match the seriousness of the matter being investigated. For example, a non-specific gripe made in passing by an employee may only warrant a manger following up with the employee in an informal way. Conversely, allegations that allude to illegal conditions or fraud mandate that an employer respond in an impartial, formal, and systematic manner. In any case, the employer’s response to employee allegations should provide insight into restoring workplace harmony and litigation avoidance.

LSC provides expert, neutral, independent, third party investigations aimed at litigation avoidance. Our investigations are always formal but are scaled to the culture of the company and the seriousness of the allegation. The process that LSC utilizes is consistent, well tested, and fair. Each investigation culminates in a report that allows human resources to manage their workplace and involved attorneys to make decisions regarding the risks of a situation.

To learn more about the appropriate investigative response to allegations in your workplace, reach out to LSC. You can expect a frank and insightful assessment of your risk and suggestions regarding an appropriate response. Contact us today.