When we think of workplace investigations, the most common thought is that of investigating harassment complaints.
But workplace investigations are often necessary to discover, prevent and address other problems - such as theft, safety or OSHA issues, retaliation, vandalism, substance abuse, social media violations, company policy violations, and so on.
As an employer you have a duty to investigate, and as an employee, you have an obligation to cooperate with the investigative process. But what if you have a recalcitrant complainant, wrongdoer or witness?
You know that documentation and writing a final report are critical aspects of an investigation process - and should begin as soon as an employee makes a complaint.