Employers have an obligation under both federal and state laws to conduct a prompt, thorough, and objective investigation whenever an employee complains of discrimination, harassment, or retaliation in the workplace. However, far too often, employers fail to properly investigate such complaints or fail to take the necessary precautions to prevent further recurrences of discriminatory or harassing conduct, resulting in claims of retaliation and, ultimately, substantial liability. By conducting prompt, thorough, and objective investigations into workplace complaints or issues, employers not only satisfy their legal obligations but also obtain the information necessary to make informed and appropriate employment decisions.
During her twenty-five years of practicing employment law, Ms. Lynch has conducted hundreds of workplace investigations into a variety of different workplace-related matters. Ms. Lynch has handled investigations into allegations of discrimination, harassment, retaliation, bullying, leave of absence violations, policy and procedure violations, threats of violence, theft, sexual assault and battery, and general employee misconduct. These investigations involved both federal and state civil rights laws, federal and state leave of absence laws, criminal law, ethics, whistleblowing statutes, and employer’s internal policies and procedures.
Ms. Lynch has also guided and counseled numerous employers through the process of an in-house investigation and has trained Human Resource professionals in properly conducting workplace investigations and employee interviews.