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Workplace Investigations 

You received a complaint from one of your employees, or worse from the Equal Employment Opportunity Commission or State Division of Human rights regarding bullying, harassment, discrimination, or retaliation.  What do you do?

According to the Society of Human Resource Management, when an employee makes an informal or formal complaint, the employer should take immediate steps to stop the alleged conflict, protect involved parties and begin investigations. Under many laws (e.g., Title VII, the Americans with Disabilities Act (ADA), the Age Discrimination in Employment Act (ADEA), the Occupational Safety and Health Act (OSHA),  state and local nondiscrimination laws), employers are legally obligated to investigate complaints  in a timely manner.

Visions Human Resource services, LLC can conduct an impartial, objective investigation using our 3 Step Process:

  1. PLAN

Create a dynamic blueprint by organizing key information, including involved parties, issues, interim actions, and investigation team members. Identify unknown factors and prepare for interviews.


Gather facts and review documents using best-practice interview templates and evidentiary analysis. Use proven fact-finding protocols and techniques to ensure a compliant process.


Document findings and discuss appropriate remediation. Review with organization stakeholders. Track communications and schedule follow-up.

A poorly conducted internal investigation can cost a company financially and damage its reputation.  Conversely, a properly conducted investigation—one that is prompt, thorough and impartial—can help defend a company should a lawsuit be filed later. By ensuring a fair investigative process, a Company can also help build morale and trust among employees.

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