When to Use an External Investigator

A challenging decision employers will need to make when presented with an employee complaint is deciding whether the complaint should be investigated internally by a manager or HR or externally by an experienced, knowledgeable and neutral investigator.

As you're making this important decision, below are criteria to consider:

1️⃣ Do you have the time and attention to immediately begin an investigation? Most investigations should commence within 1-2 days of receiving the complaint and should conclude within two weeks of receiving the complaint, absent extenuating circumstances.

2️⃣ Do you have the expertise and strong understanding of workplace laws and policies? When it comes to harassment, discrimination, bullying, retaliation, wage and hour disputes, and misconduct, an investigator should have a full understanding of the employment laws that come into play.

3️⃣ Do you have a neutral and objective mindset with no pre-existing relationships or biases to the individuals involved in the complaint? The role of the investigator is not as an advocate for the parties to the complaint, but to be a neutral, unbiased fact finder with the goal of being fair and impartial.

4️⃣ Are you open to identifying the root causes that gave rise to the complaint? An external investigator gathers facts, weighs credibility, and works to find the root cause of the complaint and then makes a recommendation.

We are always happy to have a more personalized conversation about the benefits of using an external investigator.