In today's workplace, Equal Employment Opportunity (or EEO) investigations
are required in response to employee complaints of harassment and discrimination.
Failure to quickly and effectively investigate these complaints can have serious
consequences for employers. If an employer responds ineffectively or inappropriately
to a complaint, it gives rise to additional employer liability, regardless
of whether wrongdoing actually occurred. Poorly conducted investigations can
also result in negative publicity, low employee morale, and reduced productivity
due to the distraction.
The Fair and Accurate Credit Transactions Act, which took effect January 1,
2004, has made it easier for employers to investigate workplace misconduct.
This Act amends the Fair Credit Reporting Act and lessens the requirements
made of third party investigations. For instance, employers are now able to
utilize the expertise of a third party investigator without getting prior written
approval from the employee.
Additionally, employees often view the employer's ability to be objective
in these investigations very differently than the employer does. A third party
can bring added objectivity to the investigation and often, more credibility
than an internal investigator who deals with employees on a variety of other
operational issues. The use of the same third party can also bring needed consistency.
The Human Resource Department (THRD) can assist you in quickly and expertly
investigating and resolving employee complaints of harassment or discrimination.
Our staff includes an EEO specialist, focusing on investigating complaints
and training employees to understand and comply with the federal and state
laws affecting your organization.
THRD brings the following value to your organization:
In-depth expertise in every facet of EEO (i.e. investigations,
training, etc.)
Strong expertise in all types of organizations (manufacturing,
service, banking, non-profit, government, and union environments).
Expertise
in working with both management and salaried and hourly employees on EEO
issues.
External objectivity and credibility with employees.
Resource
support including on-staff employment attorney and in-depth HR reference
library.
Immediate response time in which we make every effort to begin
the investigation within 24 hours of your call.
Understanding of the
sensitivity and confidentiality of company EEO information.
Work done
on a timely basis with a high priority on attention to detail, meeting deadlines,
accuracy and clarity of information presented.
Established, proven, reputable
company with a stable infrastructure, and a disciplined, methodical, approach
to project management based upon experience and success.
Excellent communicators – you
will always know the status of the investigation as it evolves.
No additions
to payroll, benefits or tax liability; you have complete control of expenses.
Consistent
representative responding to all your cases.
Able to handle multiple investigations
concurrently.
Available to travel out-of-town as needed to your company
locations.
Our project managers have extensive experience and are highly qualified to
assist your organization in dealing with EEO issues. In addition, we partner
with highly competent employment attorneys if circumstances require. For additional
information on EEO investigations, please contact us.
