Why you need Internal Investations
What Needs to be Investigated?
Before an investigation can begin it must be determined what exactly needs to be investigated. Complaints based on gossip and idle talk may or may not be of concern. If the conduct is off-duty there are restrictions in state’s laws that may limit the use of disciplinary action in such cases. When faced with a harassment or discrimination workplace complaint there is a legal responsibility to insure an impartial investigation is conducted and proper action is taken. It is important to determine if the complaint may be a violation of law or company policy.
Who Should Conduct Work Place Investigations?
Most HR professionals or business owners have never had formal training in conducting work place investigations. On the job training is not an option when investigating complex and often sensitive investigations.
J&R Folino, LLC, Private Investigation Services has the training and Human Resource and internal investigation experience to work with you on proper handling of these complex and often sensitive investigations to help protect your company from expensive litigation. Our investigators have received certificates of training in the “Process of Workplace Investigations” from Business Controls Inc.” a nationally recognized training program approved by the HR Certification Institute.
Internal Corporate/Workplace Title VII Investigations
John and Rosalie Folino, Partners in J&R Folino, LLC Investigation Services, with offices in Upstate New York, recently attended and successfully completed a specialized certification seminar on “Interviewing For Title VII Infractions.” Title VII corporate/workplace investigations are one of the services offered by J&R Folino, LLC Investigation Services. Wicklander-Zulawski & Associates (W-Z) sponsored the seminar, which is approved by the HR Certification Institute. W-Z is recognized as the premier consulting and training company on interview and interrogation techniques.
Title VII Infractions include discriminatory practices related to hiring and firing, sexual harassment, hostile workplace environment, retaliation, and others. Sexual harassment is one of the more pervasive problems in the workplace. The U.S. Equal Employment Opportunity Commission (EEOC) reported in 2011 there were 11,364 sexual harassment discrimination complaints filed under Title VII. The EEOC (www.eeoc.gov) reported 53% (6,658) were found to be without cause and 26.1% (3,278) were found of merit resulting in $52.3 million in benefits to the victims. The cited statistics show the importance of a good reporting system, training, and a thorough unbiased investigation. Corporations large and small can be devastated by an unchecked culture of sexual harassment in their workplace.