A third-party investigation can be very beneficial when there is a need for an objective independent review or the internal HR team has a conflict. When an employment practice issue becomes an external matter (i.e. a lawsuit, charge of discrimination or media involvement) HR’s handling of that issue comes under scrutiny and is a focal point. It is not an uncommon assertion that HR did not investigate or only conducted a cursory investigation. Additionally, HR conflicts arise in some investigations (i.e. an alleged claim against a member of senior management). In these situations, a third-party investigation, report, and recommendation can provide the company with a credible and independent assessment of the claims which is beneficial for both internal decision making and responding to external inquiries.
What Is A Third-Party Investigation?
Our third-party investigations consist of a thorough assessment of the claims, interviews of the relevant parties, reviewing the relevant documents and providing a written report. The investigation allows the senior decisionmakers (CEO, President, Owner, Board of Directors) and the company's internal or external attorneys to understand the full situation from an objective perspective so that the appropriate action can be taken. Taking prompt and effective corrective action in addressing harassment claims can in most cases provide the company with an affirmative defense.