Internal Employment Investigations

Internal employment investigations are often conducted when employment problems arise in the workplace such complaints of sexual harassment, locker theft, workplace accidents, and employee sabotage, among others. Ideally, internal employment investigations are made when an issue is brought to the attention of the employer. These investigations are conducted to prevent potential lawsuits that may arise out of these employment conflicts.

Conducting a workplace investigation requires judgment call on what issue to investigate, who to believe or if investigation will take place at all. It has the purposes of protecting an employee, stopping an unlawful conduct, complying with the law and defending against baseless allegations.

Moreover, documenting workplace investigations is very essential. Documentation may include previous behavior and incidents of the concerned employee. It may also include interview with witnesses and other steps taken during similar events. Once investigation is finished, the determination as what documents must be preserved lies on the employer.

With the assistance of our experienced Los Angeles employment attorneys, investigations are made easy, impartial and fair as possible. All potential conflicts are scrutinized and all documents are examined. Moreover, question or cloud in the investigation process may be avoided with the procurement of employment attorney services.

Investigation Outcome

Investigation entails risks. Its result may harm an employee, cast doubt or raise a question of accuracy. On the employee’s part, it may result to suspension, withdrawal of benefits, termination or other disciplinary measures.

On the other hand, the result may require employer to address systematic problems or lead to company policy revisions or changes. It may also tarnish an employer’s reputation, lose customers or business closure. Consequently, employer has the obligation to act or address any legal impropriety when a serious problem is uncovered.

For instance, the law requires that an allegation of discrimination must be promptly and thoroughly investigated. Investigation must be conducted as soon as discovery of the discriminative act or belief that an unlawful behavior is taking place.

The impact of conducting an investigation is strenuous to both employer and the concerned employee. Moreover, responding to the allegations may create tremendous impact on the result. Essentially, handling investigations is critical and require appropriate response.

As investigation process must be critically assessed, our experienced labor law attorneys ensure that its scope and documentation is targeted or covered.

Call our toll free hotline or avail of our free case analysis. We guarantee to help you handle your employment investigations. We promise to give you proper advice and aggressive representation in case the matter elevates into a court action.