In his latest post, Jim Gill of Hanzo, gives us another terrific “by the numbers” discussion, this time about 4 HR investigations best practices!
In the article (4 Best Practices When Conducting an HR Investigation, available here), Jim discusses (wait for it!) 4 HR investigations best practices. 😉 Here’s one of them:
Develop an Investigation Plan
The seriousness, complexity, and potentially delicate nature of internal investigations demand careful planning and organization. “Winging it” or taking an ad hoc approach to an investigation is not a viable approach. Therefore, once an investigator has been assigned to a matter, they must create a plan for each facet of the investigation.
That plan should begin with an information-gathering stage that encompasses all potentially relevant data sources. This could include, as noted above, not only personnel files and emails but also project notes, text messages, and messages within collaboration applications like Slack.
The investigator should also make a preliminary list of who should be interviewed and the timeline for doing so—but bear in mind that this list will likely evolve as information is collected.
The investigator should map out their questions ahead of time to make the most of employee interviews, perhaps in consultation with counsel. Online resources may also be helpful. For example, the Equal Employment Opportunity Commission provides guidance on sample questions to ask the complainant, the accused, and any relevant third parties in the context of certain workplace investigations involving alleged harassment.
So, what are the other 3 of 4 HR investigations best practices? You’ll have to read his blog post here to find out! It’s just one more click! 😉
BTW, investigations is one of the most common eDiscovery use cases by respondents to the eDiscovery Today 2023 State of the Industry report, released earlier today. Find out how to get the report to see how common it is here!
So, what do you think? What are some of your HR investigations best practices? Please share any comments you might have or if you’d like to know more about a particular topic.
Disclosure: Hanzo is an Educational Partner and sponsor of eDiscovery Today
Disclaimer: The views represented herein are exclusively the views of the author, and do not necessarily represent the views held by my employer, my partners or my clients. eDiscovery Today is made available solely for educational purposes to provide general information about general eDiscovery principles and not to provide specific legal advice applicable to any particular circumstance. eDiscovery Today should not be used as a substitute for competent legal advice from a lawyer you have retained and who has agreed to represent you.