by Shawn Larry | May 10, 2024 | Workplace investigations
Bullying behavior in the workplace can have multiple serious repercussions for targets and witnesses, such as depression, burnout, and even symptoms associated with Post-Traumatic Stress Disorder (PTSD). In addition, according to the Association of Workplace...
by Shawn Larry | Mar 25, 2024 | Workplace investigations
Employers throughout California continuously realize the importance of conducting prompt, thorough, unbiased, and impartial workplace investigations when employee complaints related to discrimination, harassment, or retaliation arise. When one is received, employers...
by Shawn Larry | Mar 11, 2024 | Workplace investigations
Investigators should consider a record retention policy for investigations, which will be useful in case of litigation, defend the integrity of the investigation, avoid spoliation claims, and maintain efficient and ethical practices that reduce costs. Although...
by Shawn Larry | Feb 12, 2024 | Workplace investigations
Employers often struggle to decide whether to handle employee complaints internally or look for a California-licensed external workplace investigator. On the one hand, overburdening HR teams with too many issues might lead to an inability to respond promptly to...
by Shawn Larry | Jan 15, 2024 | Workplace investigations
Anonymous harassment employee complaints might be submitted through various means, such as via an email or letter, the company’s ethics hotline, a reporter who prefers to remain unidentified, or even from a third party, such as a customer, vendor, contractor, former...
by Shawn Larry | Dec 18, 2023 | Workplace investigations
Implementing a well-established record retention policy and practice is essential for an investigator to adhere to ethical and professional responsibilities, avoid spoliation claims, and maintain efficient practices to reduce costs; this ensures compliance with...