Workplace Investigations 101

When the time comes to handling a sensitive employee issue, who do you call? Even if your company has an HR team, investigations are expensive and time-consuming, and they often require legal partnerships that can make the process a drain on internal resources. 

Workplace investigations need to be more than just a compliance checkbox; instead, they should be a strategic safeguard for your business, people, and reputation. Investigations uncover hidden risks, improve processes, and foster a culture of transparency and trust. 

Properly conducting workplace investigations

Without the proper resources in place to handle allegations in the workplace and investigate them effectively, employees may feel their complaints are not taken seriously. They then may take their complaints externally to the Equal Employment Opportunity Commission (EEOC), the Department of Labor (DOL), or their attorney.  

Whether you have a variable workforce or are managing distributed teams, partnering with AllWork can help you navigate investigations in a legally compliant manner. 

AllWork takes the lead on the investigation process and coordinates communication between all parties. We keep our customers informed and appropriately involve them based on the evolution of the investigation. In turn, customers stay ahead of risks, learn trends for specific teams or regions, and ensure compliance with ever-evolving regulations. 

How AllWork handles workplace investigations

Example 1:

An investigation was launched after a retail worker’s conduct led to the individual’s restriction from working at a national chain. We coordinated with the store investigator, ensuring due process and clear communication. The investigation resulted in the individual’s removal from the schedule. AllWork also provided recommendations for additional training and alternative placements, balancing fairness and business needs. 

Example 2:

An employee reported a hostile work environment after experiencing repeated disparaging comments and aggressive behavior from a colleague. The incident escalated on the sales floor, impacting the employee’s income and well-being. AllWork initiated a formal investigation, interviewing all parties, collecting statements, and reviewing store policies. The outcome included disciplinary action for the offending employee and a review of training protocols to prevent future incidents. 

Example 3:

An employee raised a concern around not being scheduled for hours after a medical leave of absence. AllWork took swift action to partner with the manager to review the accommodation request, getting the employee back on the schedule within a timeline that worked for both the company and the employee. 

AllWork, which understands both the art and science of workplace investigations, empowers your business to handle challenges swiftly, fairly, and compliantly. The right approach not only protects your organization but also builds a resilient, ethical workplace where innovation thrives. 

Learn more about HR support, compliance, and best practices at the AllWork Human Resources Center.