Internal Workplace Investigations
When Workplace Issues Demand Professional Investigation
When allegations of employee misconduct surface in your company, how you respond matters. Whether it’s a harassment complaint, suspected fraud, or policy violations, a proper investigation protects both your business and your employees. At Rubin Employment Law, we guide business owners through thorough, legally sound workplace investigations that minimize risk and restore workplace trust.
Understanding Workplace Investigations
A workplace investigation is your company’s response to allegations of wrongdoing — harassment, discrimination, theft, safety violations, or other serious misconduct. The goal is straightforward: find out what actually happened, take appropriate action, and protect your business from legal exposure.
Most investigations start when someone — an employee, customer, or vendor — raises a concern. In companies like yours, with 10-200 employees, you may not have a dedicated HR department or in-house counsel. That’s where an experienced employment attorney investigator becomes invaluable, providing the objectivity and legal expertise your situation requires.
The Investigation Process
Initial Assessment
Once a complaint arrives on your desk, you’ll need to decide whether a formal investigation is warranted. Some allegations clearly demand immediate attention, such as workplace violence, discrimination, or safety hazards. Others may be resolved through less formal means. We help you decide what action should be taken based on the severity of the allegations and your legal obligations.
Establishing Clear Scope
Effective investigations stay focused. We work with you to define what needs to be examined, who should be interviewed, and what documentation matters. This targeted approach saves time and money while ensuring nothing critical gets overlooked.
Gathering Facts
The heart of any investigation involves interviewing witnesses, reviewing relevant documents, and piecing together what actually occurred. As an outside, neutral investigator, we bring objectivity that internal investigations sometimes lack. This is particularly important when the accused holds a senior position or when emotions run high.
Findings
After gathering all relevant information, we provide you with clear findings your management team and employment counsel will use to determine whether:
- An employee should be discharged, reassigned, or retrained
- Your policies need updating
Why Bring in an Outside, Neutral Investigator?
For small to mid-sized businesses, partnering with an experienced employment attorney investigator for workplace investigations offers several advantages:
Credibility: An independent investigation demonstrates fairness to all parties and strengthens your legal position if litigation follows.
Expertise: We know what questions to ask, what documentation matters, and how to conduct legally compliant interviews that yield reliable information.
Protection: Since the investigator may be a fact witness if litigation follows, using an employment attorney investigator who is not your employment defense counsel preserves your defense counsel’s ability to represent you in court.
Focus: You can keep running your business while we handle the investigation’s complexities.
When to Act Quickly
Don’t wait when you receive complaints involving potential violence, discrimination, harassment, or safety violations. Delays can escalate legal exposure and damage workplace morale. Even if you’re unsure whether an allegation has merit, getting legal guidance early helps to avoid costly missteps.
At Rubin Employment Law, we understand the challenges business owners face when workplace issues arise. We provide practical, efficient investigation services that protect your company while treating all parties fairly.