Investigations – whether performed internally or instigated by a governmental agency – can cause stress, unexpected business interruptions, and lost productivity. We guide clients through the process, reducing liability and stress.
UB Greensfelder represents employers facing an investigation, whether internal or initiated by a government agency. We guide employers through the process and advocate to reduce liability and business impact. Our team has substantial experience conducting internal investigations and navigating external investigations.
Internal Investigations
Employee complaints and accusations often prompt internal investigations. Once an employer has been made aware of an issue and thus put on notice of a potential problem, the employer may have a legal duty to investigate and take prompt corrective action. Other times, an investigation may not be required by law, yet it may remain in your business’s best interest. We guide clients through the investigation process or conduct the investigation on their behalf.
Internal investigations seek answers to claims often relating to:
- Discrimination, harassment, or retaliation
- Employee misconduct, theft, or fraud
- Misuse of company property
- Wage and hour violations
- Whistleblowing
Effective investigations conducted by skilled, tactful professionals can help find lasting resolutions and more quickly resolve an issue. This is our role. We ask the difficult questions, seek answers to the issues at hand, and help clients evaluate the next steps. We are also keenly aware of a client’s need to run a business while an investigation is underway. At the same time, we are cognizant of legal obligations throughout an investigation, including documentation and confidentiality. We guide clients through the process from start to finish.
Governmental Investigations
When an employer faces an investigation by a governmental agency, proper counsel is paramount. Although many potential issues can be thwarted via a preventative audit or an early internal investigation, there are times when employers may first learn of an issue from the Department of Labor, Equal Employment Opportunity Commission, or other governmental entity.
Addressing and responding to an outside investigation can consume valuable time. Additionally, the initial response to an investigative action can be the most critical step in the process and set the tone for the investigation. We help keep clients’ businesses on track by taking the lead in any investigation, gathering necessary and appropriate documents, representing the business where possible during the interview process, and helping to minimize any negative publicity that may arise during and after the investigation.
