There are times when employers are required to conduct an investigation at the workplace. We understand the sensitive legal issues involved in handling a situation that could potentially result in some form of litigation and recommend all our clients to retain a qualified Employment Law attorney. Our team of bilingual, qualified investigators and security experts have years of experience and understand the issues of concern faced by employers in today’s business environment when conducting a workplace investigation.
From hiring or firing an employee to acquiring/merging a business, INTELLIGENT INFORMATION is vital and necessary. Our proven techniques and services enable employers to reduce liability restore productivity and improve profits.
Who Should Conduct Your Workplace Employee Investigation?
Investigation firms that truly specialize in employee investigations at the workplace for misconduct are few and far between. As of May 2004, there were approximately 9,952 licensed investigators in California and it’s estimated that only 10% of these investigators have experience in conducting workplace investigations. As a result, most private investigators do not have the experience or understand the sensitive legal issues involved in dealing with a situation that could result in litigation. Employers and their attorneys will often engage an independent human resources consultant to investigate a workplace matter and conduct interviews. While such consultants may have the skill necessary to do an excellent job, there may be some hidden legal problems.
Although Human Resource consultants who conduct workplace investigations without a private investigators license may be fined by the DCA, the law does not impose any specific penalty on the employer who retains the unlicensed HR consultant. Of potentially greater significance, however, an employee terminated for misconduct may be able to challenge the validity of the investigation that was not conducted by a licensed private investigator. This makes any actions or decisions by the employer based on the investigation vulnerable to litigation.
A qualified attorney can certainly conduct most types of investigation at the workplace. The issue of attorney-client privilege is an important concern. If the investigation is ever the subject of litigation, the employer will almost certainly need to present all or part of the investigation as evidence at trial. If the attorney who performed the investigation is also advising the employer as to what decisions or actions to take as a result of the investigation, the attorney may be forced to testify about privileged matters. Even if the privileged matters could be compartmentalized, as a witness in the case, the attorney would be precluded from representing the employer in litigation.
So, what should an employer do if an investigation is required?
● Select an employee who can remain unbiased to conduct the investigation (with the guidance and privileged advice of qualified employment counsel). The employee must be able to keep all matters confidential; or
● Retain an independent employment attorney who can perform the investigation with the understanding that his/her efforts may be subject to litigation discovery; or
● Identify a licensed and qualified investigation firm which has specific expertise in workplace investigations.
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