When a workplace complaint about harassment or some other misconduct surfaces, employers often face a tough decision – not about whether to investigate, but how. Should they handle the investigation internally, or hire an outside, neutral investigator? 

Let’s help you answer that question.  

An HR director receives a complaint about a senior manager harassing their subordinate. The HR team wants to act fast, but they know that investigating someone higher up in the chain will likely create doubts about fairness, bias and confidentiality. This is exactly the kind of situation where a neutral, third-party workplace investigator can make all the difference. 

Watch: Is an Outside Neutral Workplace Investigator Necessary?

An outside investigator brings credibility, experience, and neutrality, qualities that protect both the company and the employees involved.  

When should you hire an outside, neutral workplace investigator? 

• If your company doesn’t have the time, resources or expertise to conduct a proper internal workplace investigation 

• If HR or a senior executive is implicated 

• If maintaining neutrality and confidentiality is important (It always is!) 

• If litigation is likely to ensue, as your company’s employment attorney will not be able to represent you if that attorney conducted the investigation, because that attorney could become a fact witness 

Each of these situations puts your business at risk if handled internally. Bringing in a neutral, outside investigator makes it more likely that the process and the outcome will be trusted by everyone involved. 

Why hire Rubin Employment Law? 

• We have the time, resources, and experience to conduct proper internal workplace investigations, having completed more than 30 investigations across many industries, including those involving multiple parties and entities. 

• We’ve conducted several investigations in which HR managers and senior executives were implicated, always maintaining objectivity and confidentiality.  

• We’re neutral and unbiased, and we’ll tell you what the evidence shows, whether it’s what you want to hear or not. From there, your executive team and legal counsel will decide what actions to take based on the findings. 

• Working with us also ensures your employment attorney remains free to represent you in court if litigation follows. 

Have you received a workplace complaint that needs investigating?

They all do! Bring in experience, neutrality, and professionalism that will stand up to scrutiny. 

Call us at  973.787.8442  or email us at legaladmin@alixrubinlaw.com

This blog is for informational purposes only. It is not offered as legal advice, nor is it intended to create an attorney-client relationship with any reader. Consult with competent local employment counsel to determine how the matters addressed here may affect you.

Ignoring workplace harassment complaints could cost you millions