How to Correctly Investigate an Employee Harassment Claim

All employees claims should be taken seriously, but certain types of claims should immediately prompt a business to seek a third party to conduct a professional investigation.  Allegations of sexual harassment, harassment by a supervisor, unlawful termination, hiring or promotion discrimination have the potential for a seven figure court award.

To educate business owners, we created a short article, How to Conduct a Thorough Employee Investigation. Please review and post your questions or comments.
  

While the situation that triggers an employee investigation might be unpleasant, it is nevertheless an essential part of the job for HR professionals. Employee relations investigations need to be conducted whenever there is a complaint filed which centers around rule and policy violations, employee misconduct or even criminal acts. Additionally, some employee relations investigations need to be conducted around non-formal complaints such as office rumors or suspected rule violations.
Read more at http://www.business2community.com/human-resources/how-to-conduct-a-thorough-employee-relations-investigation-0588534#XrM74jPMITDTXfpa.99

While the situation that triggers an employee investigation might be unpleasant, it is nevertheless an essential part of the job for HR professionals. Employee relations investigations need to be conducted whenever there is a complaint filed which centers around rule and policy violations, employee misconduct or even criminal acts. Additionally, some employee relations investigations need to be conducted around non-formal complaints such as office rumors or suspected rule violations.
Read more at http://www.business2community.com/human-resources/how-to-conduct-a-thorough-employee-relations-investigation-0588534#XrM74jPMITDTXfpa.99

While the situation that triggers an employee investigation might be unpleasant, it is nevertheless an essential part of the job for HR professionals. Employee relations investigations need to be conducted whenever there is a complaint filed which centers around rule and policy violations, employee misconduct or even criminal acts. Additionally, some employee relations investigations need to be conducted around non-formal complaints such as office rumors or suspected rule violations. Why Employee Relations Investigations are So Vital If the investigations are not conducted, serious consequences could arise. These consequences can become compounded if the investigation is conducted in a poor manner and wrongful termination suits are filed over misguided disciplinary actions. By conducting a poor employee relations investigation—or by not conducting one at all—you are exposing your company to lawsuits based on defamation, harassment, wrongful termination and discrimination. These lawsuits can be devastating to a company, causing some organizations to declare bankruptcy altogether. That’s because courts lean in hard on companies with poor or no employee relations investigations practices in place.
Read more at http://www.business2community.com/human-resources/how-to-conduct-a-thorough-employee-relations-investigation-0588534#XrM74jPMITDTXfpa.99

While the situation that triggers an employee investigation might be unpleasant, it is nevertheless an essential part of the job for HR professionals. Employee relations investigations need to be conducted whenever there is a complaint filed which centers around rule and policy violations, employee misconduct or even criminal acts. Additionally, some employee relations investigations need to be conducted around non-formal complaints such as office rumors or suspected rule violations. Why Employee Relations Investigations are So Vital If the investigations are not conducted, serious consequences could arise. These consequences can become compounded if the investigation is conducted in a poor manner and wrongful termination suits are filed over misguided disciplinary actions. By conducting a poor employee relations investigation—or by not conducting one at all—you are exposing your company to lawsuits based on defamation, harassment, wrongful termination and discrimination. These lawsuits can be devastating to a company, causing some organizations to declare bankruptcy altogether. That’s because courts lean in hard on companies with poor or no employee relations investigations practices in place.
Read more at http://www.business2community.com/human-resources/how-to-conduct-a-thorough-employee-relations-investigation-0588534#XrM74jPMITDTXfpa.99

While the situation that triggers an employee investigation might be unpleasant, it is nevertheless an essential part of the job for HR professionals. Employee relations investigations need to be conducted whenever there is a complaint filed which centers around rule and policy violations, employee misconduct or even criminal acts. Additionally, some employee relations investigations need to be conducted around non-formal complaints such as office rumors or suspected rule violations. Why Employee Relations Investigations are So Vital If the investigations are not conducted, serious consequences could arise. These consequences can become compounded if the investigation is conducted in a poor manner and wrongful termination suits are filed over misguided disciplinary actions. By conducting a poor employee relations investigation—or by not conducting one at all—you are exposing your company to lawsuits based on defamation, harassment, wrongful termination and discrimination. These lawsuits can be devastating to a company, causing some organizations to declare bankruptcy altogether. That’s because courts lean in hard on companies with poor or no employee relations investigations practices in place.
Read more at http://www.business2community.com/human-resources/how-to-conduct-a-thorough-employee-relations-investigation-0588534#XrM74jPMITDTXfpa.99

While the situation that triggers an employee investigation might be unpleasant, it is nevertheless an essential part of the job for HR professionals. Employee relations investigations need to be conducted whenever there is a complaint filed which centers around rule and policy violations, employee misconduct or even criminal acts. Additionally, some employee relations investigations need to be conducted around non-formal complaints such as office rumors or suspected rule violations. Why Employee Relations Investigations are So Vital If the investigations are not conducted, serious consequences could arise. These consequences can become compounded if the investigation is conducted in a poor manner and wrongful termination suits are filed over misguided disciplinary actions. By conducting a poor employee relations investigation—or by not conducting one at all—you are exposing your company to lawsuits based on defamation, harassment, wrongful termination and discrimination. These lawsuits can be devastating to a company, causing some organizations to declare bankruptcy altogether. That’s because courts lean in hard on companies with poor or no employee relations investigations practices in place.
Read more at http://www.business2community.com/human-resources/how-to-conduct-a-thorough-employee-relations-investigation-0588534#XrM74jPMITDTXfpa.99