While most employers do not relish the task of conducting internal investigations in response to employee complaints, such investigations provide an opportunity to take the temperature of a company’s workforce. The process of seeking to uncover facts relating to a complaint can reveal a trove of valuable information regarding the perspectives and experiences of staff and management. If used wisely, this information can serve as the genesis for revised company policies, improved procedures and corrective actions that will promote a more positive work environment and foster the desired workplace culture.
Trigger for Investigation
Historically, workplace investigations have typically been triggered by an employee complaint. When receiving such a complaint, employers should be mindful that it takes courage for an employee to voice their concerns about workplace issues and report misconduct. How a company initially responds to a complaint often sets the tone for the communications between the employer and the complaining employee and impacts the latter’s decision of whether or not to further escalate the matter and commence legal action. Conducting prompt and thorough internal investigations into the complained of behavior not only minimizes a company’s potential exposure to liability, but also sends the message to employees that their concerns and complaints matter and will be timely addressed with corrective or remedial action taken if warranted. Moreover, investigations clearly indicate to employees that conduct violative of the law and/or company policies will not be tolerated.
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