In many cases, employers hire employment law attorneys to perform investigations into workplace wrongdoing. Internal investigations can have serious consequences for employers, so selecting the right investigator is critical. PKWH has been brought in as outside investigators in the most sensitive of circumstances—those calling for highly skilled, independent professionals whose judgment and integrity you trust implicitly.
Investigations are typically performed to find what actually occurred in an incident and/or to verify the facts relating to allegations. Oftentimes, this is not an easy task because the investigators must evaluate documentation, ascertain the credibility of witnesses, and connect related facts to either corroborate or refute evidence. In addition, complaints may be made against high-level personnel within the company, which may make it difficult for internal investigators to appear or actually be neutral. In these circumstances, it is always better to use a third party, such as an attorney. A third-party can evaluate allegations in an objective manner and an experienced employment law attorney can handle complex employment law issues. If ever called to testify, an employment law attorney will generally have more credibility than an employee of the company who may be loyal to the employer. In addition, investigations can be very time-consuming. An outside investigator can provide a detailed report of not only what occurred, but also a legal opinion of any violations of state or federal laws, and recommendations for the steps that should be taken as a result of any violations.
Clients call upon the attorneys at PKWH when they need to truly understand what is happening or what has happened in their workplace and whether polices or employment laws have been violated. We appreciate the risks that go along with employee complaints or potential compliance violations. We know how to get to the bottom of these situations and evaluate evidence so that you can make effective decisions.
Typical workplace investigations include:
Allegations of Harassment, Discrimination or Retaliation
Whistle Blower Claims
Wage and Hour Violations
Employee Misconduct and Poor Performance