It isn’t a question of IF…it’s a question of WHEN. No matter how many people your company employs or how much revenue it earns, no matter how thorough or complete your antidiscrimination policies and training programs are, it is only a matter of time before an investigation into workplace misconduct will be necessary. How you respond to an employee’s harassment complaint can be the difference between a huge damage awarded to the employee or summary judgment for your company.

Because most HR generalists only have the opportunity to handle investigations every now and then, it is hard to become an expert in this area and easy to fall victim to some common investigation pitfalls. Unfortunately, such mistakes can significantly impact your ability to quickly resolve a tricky workplace situation, avoid a lawsuit or minimize any harm to productivity and employee morale. The real-life scenarios and tips of “what not to do” in this article will better prepare you to successfully navigate through your next investigation at work.

And if you were wondering why this is the TOP Eleven as opposed to the typical “top ten,” well, we wanted to make sure you had them all.

To view the full .pdf article from Debbie Muller of of HR ACUITY LLC, please click here.