How a Private Investigator Can Assist in an EEO Investigation

How a Private Investigator Can Assist in an EEO Investigation

hiring a private investigator for an EEO investigation

When an employee makes a report of workplace discrimination or harassment, it is important for the employer to conduct a thorough investigation. However, with the delicate nature of Equal Employment Opportunity investigations, leadership or human resources may not have the breadth of experience or resources to exercise due diligence. That’s why many companies initiate the process of hiring a private investigator for an EEO investigation.

A private investigator can bring a number of skills and experience to a corporate EEO investigation. They can:

  • Conduct interviews with witnesses. A private investigator is trained to conduct interviews in a way that gathers accurate and unbiased information. They can also interview witnesses who may be reluctant to speak to the company’s human resources department.
  • Gather documentary evidence. A private investigator can review documents, such as emails, text messages, and social media posts, that may be relevant to the investigation. They can also obtain copies of documents that are not in the company’s possession, such as medical records or employment records from previous employers.
  • Conduct surveillance. In some cases, a private investigator may need to conduct surveillance to gather information about the incident. This may involve following the alleged harasser or observing their behavior.
  • Write a comprehensive report. At the end of the investigation, the private investigator will write a comprehensive report that summarizes the findings. This report will be used by the company to determine whether discrimination or harassment has occurred. Leadership will then plan a proper course of action.

The Benefits of Hiring a Private Investigator for an EEO Investigation

There are a number of benefits to hiring a private investigator to conduct an EEO investigation. These benefits include:

  • Impartiality. A private investigator is not affiliated with the company, so they can provide an impartial and objective view of the situation. Their perspective will also come in handy should any litigation arrive as the result of the investigation.
  • Experience. Private investigators have experience conducting investigations, so they know how to gather evidence and interview witnesses.
  • Confidentiality. Private investigators are bound by confidentiality, so they can ensure that the investigation is conducted in a confidential manner.

If your company receives a report of workplace discrimination or harassment, it is important to conduct a thorough investigation. By hiring a private investigator, you can ensure that the investigation is conducted in a fair, impartial, and confidential manner.

Here are some additional tips:

  • Get recommendations from other businesses. Ask other businesses in your industry if they have experience hiring a private investigator for an EEO investigation and if they were satisfied with the results.
  • Interview several investigators. Interview several private investigators to get a feel for their experience and qualifications.
  • Get everything in writing. Before hiring a private investigator, get everything in writing, including the scope of the investigation, the fees, and the confidentiality agreement.

By following these tips, you can ensure that you hire a qualified and experienced private investigator to conduct your EEO investigation. If you need require assistance in an EEO investigation, please contact Lauth Investigations International today for a free quote on how we can bring you the best in verified intelligence. We are staffed by former military and law enforcement personnel and carry a glowing A+ rating with the Better Business Bureau.

How to Respectfully Conduct a Sexual Harassment Investigation in Your Workplace

How to Respectfully Conduct a Sexual Harassment Investigation in Your Workplace

It’s easy to imagine that most business owners, leaders, or HR managers would feel a sense of trepidation after receiving a complaint of sexual harassment on their watch. In the post “me too” era, we collectively share a far greater awareness of the damaging impacts of this kind of misconduct—not to mention the potential pitfalls for businesses that poorly navigate a complaint and decisions around mounting a sexual harassment investigation.

However, sexual harassment at work statistics continue to highlight a substantial problem across the United States. The Equal Employment Opportunity Commission reveals that 27,291 charges alleging sexual harassment were brought between FY 2018 and FY 2021 alone, and those numbers don’t reflect the reality that almost three quarters of sexual harassment claims in the workplace go unreported. 

While these numbers point to an ongoing need within the corporate world for efforts to reduce the risks that might set a course towards any sexual harassment investigation, at least those faced with driving such corporate investigations can use the wisdom of those who have gone before them to shine a light toward resolution in the present moment and justice for potential victims. Critical to this process is swift action and a respectful approach to caring for employees while uncovering the truth. Read on for top tips from the Lauth Investigations International team about how to get this done right.

Don’t Wait to Take Action

As soon as a sexual harassment complaint is received, it is essential to take prompt action. This will include reporting the complaint to those relevant in the chain of command and the human resources department. The process of corporate investigations must begin right away, with any delay in doing so putting the victim and other employees in danger of further abuse. Dragged heals at this juncture may also steer an organization towards a lawsuit or fines if they are later found to have acted irresponsibly.

Take Care Of Your Team

Even though you don’t yet have all the facts, it is important to demonstrate how seriously the complaint is being taken while safeguarding the employees involved. This early step of a sexual harassment investigation calls for collaborating with the complainant to ensure they feel protected. You should be prepared to separate the complainant and the accused either by moving them to a new workstation or changing their scheduled hours. Alternatively, you may decide it is most appropriate to put the accused individual on paid leave until the matter is resolved.

Ensure a Discreet and Unbiased Investigation

A sexual harassment investigation can turn the lives of those in its orbit upside down if not handled with care. Every aspect of the investigation must be approached with confidentiality and discretion in mind. Perhaps more importantly, the investigation must be free from bias. This can be particularly challenging in any workplace setting as members of different departmental teams often socialize together. 

The person chosen to lead the investigation cannot have a relationship with the complainant employee, the individual subject to the allegation, or any witnesses. Any indications of bias may upend the legal standing of the conclusion of the investigation and any resulting action taken. So if in any doubt, it is always better to bring an external corporate investigator in to oversee the process.
Do you need support in mounting a respectful sexual harassment investigation in your workplace? A corporate investigator from Lauth Investigations International is expertly trained to navigate sensitive corporate investigations with diligence, compassion, and professionalism. Working with our specialist investigators will ensure swift resolution while protecting both employees and the business from future harm. To learn more, contact our corporate investigations team today.

Workplace Harassment: Best Practices For Prevention

Workplace Harassment: Best Practices For Prevention

Would you say your business has a clear-cut anti-harassment policy? If you’re thinking, “sure, zero-tolerance is baked into our businesses values,” then you might need to dig a little deeper. That’s because this worrying indicator of corporate culture gone wrong doesn’t adhere to a bold mission statement or core values in a hand book—it relies upon real action and daily practices. You can’t prevent workplace harassment through thought alone. Your workplace’s leadership has to live it.

Workplace harassment—whether it comes in the form of bullying, discrimination, or sexual harassment—can hit any business, small or large. The ramifications can extend from distress and loss of productivity through to PR nightmares and law suits. Undoubtedly, prevention is the ideal path. So, lets break down real strategies that you can implement today.

Get Your Workplace Harassment Policy Up To Date

When was the last time your company policy on workplace harassment was reviewed and revitalized? It’s important that, periodically, policies are revisited and updated. They should be clear-cut and comprehensive, as well as complying with local, state, and federal regulations in regards to all forms of harassment and discrimination. If in doubt, consult with an expert to make sure that all aspects have been covered.

Make Sure Anti-Harassment Values Are In All Employees’ Vocabularies

Just as nobody reads the fine-print these days, not all employees will be ready to recite every company policy—even of you provided them with a glossy print copy. That makes it your responsibility to keep company values alive in people’s minds. This can be achieved by sending out periodic memos, and instituting training and awareness programs. Establish clear expectations as to what acceptable and unacceptable workplace behavior looks like, and lead by example.

Pass the Anti-Harassment Torch to Your Trusted Leaders

Providing more intensive training to department heads, HR personnel, and executives can help you forge a culture within which harassment is unwelcome. In this way, positive reinforcement can come from many directions, making it more difficult for toxicity to take hold. Ensure that those carrying the torch know how to spot warning signs of harassment and make all employees aware of how to report workplace harassment. On something so important for the health of employees and the business itself, the door should always open.

Forge A Strong and Healthy Corporate Culture

A healthy corporate culture is always a goal worth striving for, because when employees feel nurtured and empowered, they are ultimately equipped to innovate and achieve. This means tangible value for any business, but more than that—it means a reduced risk of threats ranging from workplace harassment through to corporate theft or white-collar crime. If you are unsure of the current standing of your organization’s corporate culture, a Corporate Culture Audit can give you a comprehensive overview, as well as a clear road-map towards measurable improvements.

Be Ready to Handle Complaints With Respect

While every effort in prevention is worthwhile, it is impossible to eliminate the risk of workplace harassment entirely. If a member of your team files a complaint or one of your torch-bearers sees cause for concern, it’s crucial to be ready to launch a thorough, sensitive, and diligent investigation. In this endeavor, a seasoned external corporate investigator can be a powerful ally—ensuring that your investigation serves impartial justice while being by the book, optimally documented, and airtight against future legal scrutiny.
Why not discover more about Corporate Culture Audits and support for Workplace Harassment Investigations from Lauth Investigations International. Our team are ever-ready to advise and discuss the unique needs of any organization, so get in touch today if you’d like to find out more.

Workplace Harassment: Best Practices When Handling a Harassment Complaint

Workplace Harassment: Best Practices When Handling a Harassment Complaint

Recent years have seen activist movements such as “Me Too”, “Times Up”, and “Black Lives Matter” drive a positive paradigm shift. More and more people are standing up for their rights to live and work with dignity. This means that the businesses that take a workplace harassment complaint seriously shine brightly as contemporary leaders in their fields—while the businesses that don’t risk losing their relevance to consumers and potential recruits alike.

If you’re here, then the chances are that you’re striving to secure your organization’s footing firmly within the first of those two camps. An essential port of call at the beginning of this journey is establishing a powerful anti-harassment policy, with crystal clear protocols to support it. Today we’re going to be discussing the best practices to incorporate when dealing with a harassment claim. Don’t forget, every harassment complaint poses a major risk to your organization, so—whether navigating a report of workplace bullying, discrimination, or sexual misconduct—attention to detail is vital.

Establishing a Complaints Procedure

Did you know that more than 50% of the filings that arrive with the Equal Employment Opportunity Commission each year are retaliation complaints? Well, you do now—so it’s time to make sure that your complaints procedure is action-ready. Consistency is vital when handling workplace harassment complaints, so having a polished procedural roadmap to hand will be invaluable.

This protocol should be tailored to your organization’s size, resources, culture, and mandate. If you’re reading this article because a workplace harassment complaint is already on your desk—but there’s no up-to-date and established procedure to speak of—then consider this the perfect opportunity to create one that is iron-clad. Your complaints procedure should cover:

  • Outlining your organization’s anti-harassment policies
  • Handling all complaints with seriousness and professionalism
  • Acting quickly, while memories and evidence are fresh
  • Considering if protective steps are required on behalf of the complainant
  • Documentation resources and instructions
  • Interview procedures and order of interviews
  • The importance of an investigation timeline
  • Communication protocols—such as leadership immediately informing HR
  • The need to remain neutral to all parties
  • Whether managers, HR, or external investigators will take the lead
  • Maintaining confidentiality of all parties as far as possible
  • Making employees aware of their right to complain and who they can speak to
  • PR protocols if the harassment complaint goes public

When a Complaint Has Been Received

When an accusation of workplace harassment has been made, time is of the essence. That said, every step taken should be with legal scrutiny in mind, so begin by efficiently making a plan of action and drawing necessary resources together. With legality and justice prioritized, the importance of documentation cannot be overstated.

All interviews and evidence gathered should be carefully documented and dated. It’s also vital to be aware that any written communication—such as emails—may also later become evidence if litigation follows. As such, caution, discretion, neutral language, and sticking to the known facts will serve you well.

Safeguarding Your Organization’s Integrity

Beyond the need to protect your employees and ensure their well-being at work, it is also vital to protect your organization—both in terms of reputation and financial risk. All actions taken and conclusions draw must reflect a thorough and indiscriminate process. A robust approach for businesses aiming to ensure that they will not later be accused of bias is bringing in an external investigator. This type of specialist will be ready to support navigating any workplace harassment complaint with impeccable practice.

A seasoned corporate investigator from Lauth Investigations international will take the lead on your workplace investigation, lifting the associated stress from your team’s shoulders. By turning to their trusted services, you will be able to enjoy absolute confidence in the protocols followed, the quality of documentation, the capacity to stand up to legal scrutiny, and ultimately the conclusions drawn. This can alleviate what would otherwise be a logistical challenge and substantial burden on your HR team.

We offer both comprehensive support for handling harassment complaints, and Corporate Culture Audits—helping you ensure that your workplace is toxic only to misconduct! If you are ready to learn more, contact our team to discuss your needs.

Workplace Harassment: What Are the Impacts?

Workplace Harassment: What Are the Impacts?

Anyone who has ever been the victim of any kind of bullying or harassment knows that it can leave a person’s world turned upside down. For businesses getting to grips with how to minimize the risks of workplace harassment, it can be motivating to understand the far-reaching ramifications of these issues—from stalling team performance to broken brand reputation, and from dwindling profits through to swelling legal costs.

In truth, workplace bullying, discrimination, and sexual harassment create toxic work environments. They can have a crippling effect on the well-being and performance of many more employees than the victim or victims alone. Read on to discover the many pervasive impacts that these types of misconduct can have, before getting serious about upping your game in its prevention!

A Risk to Health and Well-being

Being a victim of workplace harassment—or even simply witnessing it—can generate problems that your employees carry all day at the office, and back home with them at the end of the working day. These impacts can be both psychological and physical, such as:

  • Stress
  • Anxiety
  • Panic attacks
  • Depression
  • Insomnia
  • Stomach ulcers
  • High blood pressure

When Performance Suffers Along With the Victim

It’s hardly surprising that when employees are grappling with these kinds of pressures, their work performance will also take a hit. Be aware that symptoms of workplace harassment can manifest detrimentally on employee productivity:

  • Victims and witnesses may struggle to concentrate
  • Victims may lose self-esteem
  • Victims and witnesses may have trouble with decision-making
  • Victims and witnesses may avoid excelling in order to avoid attention
  • Victims and witnesses may be reluctant to enter communal settings
  • Harassers may also underperform while distracted by their misconduct

Is Your Business Dropping the Ball?

Contemporary employers understand that happy employees are engaged employees—and minimizing the risk of workplace bullying, sexual harassment, and all forms of discrimination, is an important element of ensuring that teams remain at their most energized. However, the risk to companies that drop the ball on workplace harassment extend far further than productivity losses alone:

  • Increased sick leave, rehabilitation, and health insurance costs
  • Pervasive absenteeism
  • Rapid turnover and associated recruitment and training costs
  • Reputational damage that impacts both recruitment and sales
  • Legal costs and risk of workers’ compensation claims
  • Eroded workplace culture making theft and other corporate crimes more likely

Turn the Tide With Corporate Investigations and Corporate Culture Audits

When someone makes a workplace harassment complaint, you can quickly and efficiently bring in a skilled investigator, reveal the truth of the matter, and get things back on track. However, what if this kind of misconduct is taking place under the radar? No employer is all-seeing and all-knowing. This makes a Corporate Culture Audit an immensely valuable resource to have in your toolkit.

This wellness check-up for your organization will take the lid off any and all issues that may be impacting your path towards prosperity—from workplace harassment to organizational silos, and many more besides. Lauth Investigations International draws on decades of experience within the corporate field, helping businesses forge a route towards excellence through effective investigative services. Learn more about Corporate Culture Audits, or contact our team today to discuss how we can support you best.

Workplace Harassment: Do You Know the Signs?

Workplace Harassment: Do You Know the Signs?

It might be easy to think, “that would never happen in my business,” but workplace harassment is an issue that traverses all industries, all working environments, and all sizes of organization. Ranging from workplace bullying, to sexual harassment, through to outright discrimination, this particular problem can be one of many faces, and the signs aren’t always obvious. Would you know which indicators to look out for?

But surely, if workplace harassment took place on your premises or within the teams under your command, someone would speak up—right? Sadly, research indicates that 75% of incidents go unreported. With these factors in mind, it is crucial to be familiar with a spectrum of signs that could let you know that a hostile workplace environment is beginning to take hold. So let’s dig into the facts. Read on as we reveal the red flags that can serve as signals that workplace harassment may be taking place, and what you can do about it.

What Is Workplace Harassment?

Because verbal and psychological workplace harassment don’t leave a mark or a trail, victims often feel uncomfortable and confused about whether reporting their experiences is a good idea, or even afraid of retaliation if they do. Of course, that fear becomes all the more palpable when physical or sexual harassment are taking place.

In terms of who may be impacted—or who may be the harasser—it’s important to remember that this type of interaction is not always relegated to superior/subordinate working relationships. Workplace harassment may cross teams, with the harasser working in a role above, below, or even unconnected to the victim. Particular forms of misconduct could include slurs, name-calling, offensive jokes, intimidation, insults, ridicule, or work disruption—and these may take place in person, or within the digital realm, otherwise known as “cyber bullying.”

The reality is that all forms of of workplace harassment are not only illegal, but also guaranteed to leave a sizable hole in your bottom line. When any form of harassment at work is tolerated, you can anticipate a drop in productivity and a surge in turnover as employees’ sense of safety and camaraderie is eroded. Not to mention, the very real risk of litigation will also be looming.

What Are the Signs of Workplace Harassment?

The most obvious indicator that some form of workplace bullying, discrimination, or sexual harassment may be taking place is of course a complaint. These should always be followed by immediate and strategic corporate investigations. However, when incidents go unreported, you can safeguard employees by remaining alert to the following signs:

  • Behavioral Changes
    If you notice a sudden change in an employee’s behavior—perhaps with them becoming more withdrawn and avoidant of corporate events or meetings—then a check-in is advisable.
  • Performance Changes
    An employee who starts missing deadlines, struggling to focus, or performing to a lower standard may be struggling with the burden of workplace harassment.
  • Atmosphere Changes
    While only one individual may be the direct victim of workplace harassment, the rest of your team may also be bearing the brunt of its occurrence. A disintegration in communication, rising tensions, and higher turnover may all be red flags.
  • Attendance Changes
    The experience of being harassed or witnessing harassment can be both stressful and traumatizing. This may lead a once-punctual employee to begin arriving late, missing important events, or increasingly calling in sick.

Corporate Investigation Services: Spotlighting the Truth of Your Suspicions

Workplace harassment is a sensitive issue that, when handled poorly, can have substantial legal ramifications for any business or organization. If you have received a complaint of workplace harassment or suspect that an incident may have taken place, turn to Lauth Investigations International for assistance. Our specialist corporate investigators offer expertise in revealing the truth through diligent, documented, and legally sound workplace investigations.
If you are concerned that a larger pattern of misconduct or poor corporate culture may be evolving within your team, take proactive action with a Corporate Culture Audit. This health-check for your business will paint a clear picture of the current landscape, and deliver a clear roadmap for how to create an environment where workplace harassment is not welcome, and employees can flourish and succeed. Contact our team today to learn more.