Workplace Investigations
When a federal employee files a formal EEO complaint, management is required to conduct a thorough investigation to determine the facts and circumstances surrounding the alleged discrimination or harassment. This occurs at the very beginning of the EEO complaint process, as soon as the agency receives notice of the formal complaint. The agency has a short timeframe, typically 30-60 days, to conduct this initial inquiry and prepare its response to the EEO complaint.
The purpose is for the agency to gather its own evidence, documentation, and justification for the actions that are being challenged in the complaint. This investigation happens before the formal EEO investigation is initiated. This investigation includes collecting information from both the complainant's side as well as the management/agency side.
The Resolution Group can provide external, impartial investigators for this management side investigation when the facts require it. Oftentimes, agencies will want external investigators for cases which involve high ranking individuals, abnormally sensitive allegations, or when the allegations include the offices or personnel that normally are involved in these investigations.
When a federal employee files a formal EEO complaint that is accepted by the agency, the agency is required to conduct an impartial and appropriate investigation of the allegations. The agency will assign an impartial investigator, either an internal EEO investigator or a contracted third-party investigator, to conduct the investigation.
The investigator will gather relevant information through interviews with the complainant, the alleged harasser/discriminator, and any relevant witnesses. They will also collect any relevant documentation, such as personnel files, policies, and other evidence.
The investigator will thoroughly examine the facts and evidence gathered to determine what occurred and whether the alleged discriminatory or harassing behavior took place. The investigator will then compile the findings into a comprehensive Report of Investigation (ROI).
The Resolution Group has a cadre of experienced EEO investigators who are intimately familiar with the requirements of 29 CFR 1614, MD-110, and all other applicable regulations for conducting formal EEO complaint investigations. We are also experienced in modifying our procedures and products to meet agency-specific requirements.
The Resolution Group also conducts misconduct workplace investigations. While EEO investigations are a subset of misconduct investigations, there are many other types of misconduct. This could involve a wide range of potential misconduct, such as insubordination, misuse of government property, time and attendance issues, ethics violations, or other inappropriate behavior.
Workplace Misconduct Investigations determine if an employee has violated any agency policies, regulations, or laws. The goal of this type of investigation is to gather the facts and evidence to support any disciplinary or corrective actions the agency may need to take.
Many times agencies will conduct the workplace misconduct investigations themselves. However, an external investigator is often used if the allegations are unusually sensitive, involve high-ranking individuals within the agency, involve the organization(s) that usually are involved in this type of investigation, or if there are factors which point to an actual or apparent conflict of interest.
The Resolution Group has a cadre of experienced workplace investigators that can impartially and fully investigate potential all types of workplace misconduct.