Investigations are expensive, but they are not nearly as expensive as not investigating a worthwhile matter.
When there are workplace allegations such as discrimination or a hostile work environment, the costs of avoiding your investigative duties can be financial and institutional. Financial costs include the effects of an unproductive workforce and legal expenses related to defending against EEOC charges, lawsuits, and possible consent orders. Additional financial burdens are incurred when the organization addresses all the managerial and policy issues that could have been addressed without judicial input. Institutional costs involve the cost to reputation, loss of quality employees, disempowerment of your workforce, reduced productivity, and the costs of a repeated investigation.
When a company realizes that it should or must spend funds on a workplace investigation, they should ensure that they are getting the highest return on their investigative investment. The costs invested in a worthwhile investigation can be returned many times over in terms of fraud reduction, increased productivity, removing toxic employees and systems, and litigation avoidance.
The Lynch Service Company regards the overall benefit of the investigative process as one of the most important components of our method. These benefits tend to fall into the categories of 1) previously unarticulated institutional themes, 2) ideas for significant improvement, or 3) previously unreported workplace dysfunction. While these benefits tend to fall outside the scope of the investigative focus, LSC recognizes that our investigators are uniquely situated to substantiate, organize, and relay this information to our clients. As such, we communicate all the additional information we learn to decision makers without losing focus on the investigation itself.
If you have concerns about the investment in a workplace investigation, reach out to the Lynch Service Company to explore the options. Simply engaging in the discussion may provide you the information to make better decisions about managing a current employee allegation or workforce complaint.