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Every organization or institution must be prepared to conduct fair and impartial investigations into complaints and allegations of misconduct. Objective and impartial fact-finding is a necessary prerequisite to taking appropriate and meaningful action and to developing a viable action plan with a sound factual basis. An organization must know the merit of any given allegation in order to effectively resolve the underlying issues. Resolution might involve an array of options including remedial action, discipline, settlement, mediation, or policy changes.

Complaint investigations, when handled properly, minimize risk and help to avoid costly litigation and judgments. A well-trained, impartial and thorough investigator who understands the importance of confidentiality, the investigative process, documentation, and employment law is critical.

Our consultants have performed thousands of employee complaint investigations and are skilled in the complicated and often litigation-bound issues organizations and institutions face when an investigation is required. They have faced every type of complaint - harassment, discrimination, retaliation, and many other kinds of misconduct. Our consultants, also have the background and skills to serve as effective fact witnesses. EPS investigations are consistent with the guidance outlined in ISO/TS 37008.

Additionally, our team can examine past investigation practices to identify any gaps or shortcomings to pinpoint areas for improvement and provide actionable recommendations to enhance your investigation processes. Whether you've encountered challenges with handling harassment and discrimination complaints, or other workplace misconduct issues, gap analysis review offers insights to strengthen your HR compliance efforts.