When an employee raises a concern about discrimination or a hostile work environment, every HR professional knows that a prompt and thorough investigation needs to occur. It is tempting to respond to this organizational and legal imperative by immediately launching an investigation.
But STOP! First evaluate whether conducting the investigation internally is really the right decision. If any of the following four situations resonate for you, you may want to consider using an external investigator.
When you don’t really have time to make the Investigation a top priority
We never really know how much time an investigation will take before we have begun. However, if the allegations are serious and/or one or more of the following conditions exist, it is possible that it could be time-consuming: