HR Investigations Are Hard

HR Investigations Are Hard. Here’s How Technology Can Help: eDiscovery Best Practices

In his latest post, Jim Gill of Hanzo reminds us that HR investigations are hard, but they can be made easier by leveraging technology.

In the article (How Technology Can Help With HR Investigations, available here), Jim reminds us that workplace complaints are serious. Even if a claim doesn’t lead to disciplinary action, the fact that an employee has made an accusation usually indicates workplace problems that need to be addressed for productivity, morale, and quality of work life.

HR investigations are hard for a variety of reasons, including the fact that the human resources (HR) department usually doesn’t become involved until things have become a full-blown crisis. Early detection of a problem could mean the difference between a teachable moment resulting in a training seminar versus demotion, termination, or costly litigation. And if the investigation should lead to litigation (which it often does), having defensible evidence at the ready will protect your organization.


One way technology can help HR investigations is by making it easier than ever to isolate information that collaborators store in a variety of data sources, especially when those data sources are hard to capture. Some eDiscovery platforms can collect data from Slack, Google Workspace, Jira, and other SaaS-based platforms and internal systems. Better yet, these systems can maintain a conversation’s context, including any metadata, attachments, and even emojis.

Want other ways that technology can help HR investigations? Read Jim’s blog post here! It’s just one more click! 😉 HR investigations are hard, but technology can make them easier.

So, what do you think? How do you leverage technology to conduct HR investigations? 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.

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