No matter the type of organization you run, hiring an independent investigator when complaints arise can be a smart choice.
We take on the responsibility of investigating your workplace complaints for you, taking that burden off your shoulders. Our primary goals are to ensure compliance with policies and legal requirements, boost employee confidence in the process, and resolve issues before they become bigger.
Concerned about what we might find? Quite frankly, we’ve seen it all. Workplaces have changed dramatically over the past 10 years, and complaints are on the rise. We’ve investigated a range of allegations, including:
- Bullying
- Workplace violence
- ADA accommodations
- Harassment
- Discrimination
- Retaliation
- Other forms of alleged misconduct and organizational policy violations
With years of combined HR and employment expertise, our team has the know-how to carry out thorough, efficient, and unbiased fact-finding investigations. We utilize proven methods to gather, analyze, and evaluate relevant information, delivering factual findings in a detailed comprehensive report.
It’s crucial to consider the benefits of an independent investigation – especially when weighed against potential liabilities and the risk of negative publicity, which can significantly impact your operations. If these concerns are substantial and you’re looking for the best course of action, know that external independent investigators, like those at IHN HR, ensure confidentiality in their findings.
An independent investigation can create a shield against disgruntled employees or students, including whistleblowers, who might otherwise accuse your organization of retaliation.
Honesty and Objectivity
High-performing organizations demonstrate their commitment to doing the right thing by ensuring they handle issues honestly and objectively. One effective way to do this is by authorizing an unbiased inquiry from an independent, external investigator when internal disputes do come up.
Taking this approach enhances organizational credibility, but also reassures employees or students that their concerns will be addressed fairly. It is, after all, natural for individuals to worry that raising a complaint might negatively impact their future, whether intentionally or not. At the same time, organizations are understandably concerned about the potential for negative publicity if these issues aren’t handled carefully.
An independent external investigator, like IHN HR, can address both of these concerns, providing a balanced and confidential resolution for a wide range of organizations.
Non-Profits, Including Ministries, Churches, and Christian Camps
The rise of social media and increased activism around perceived personal rights has made it easier for employees to blend their personal lives with their professional roles. While this integration can be beneficial, it can also lead to misunderstandings and sometimes even more serious issues.
IHN HR provides thorough, expert, independent assessments of workplace concerns that are meticulously planned, recorded, and conducted with complete impartiality.
We also offer an ethics hotline program, recognizing that many employees, including those in the C-Suite, may need an external resource to voice concerns safely.
A well-known national organization recently highlighted the need for an ethics hotline when the president engaged in inappropriate behavior. Unfortunately, this unprofessional conduct went unchecked because the executives had no way to report it – except to the board, and the board didn’t want to listen.
An ethics hotline could have prevented the disaster that ensued, which is precisely why we offer one.
Colleges and Universities
We also offer a third-party resource to qualified colleges and universities to look into complaints related to their Title IX program. Several institutions have also partnered with IHN HR for policy development in this area too.
Just as with non-profits, ethics hotlines are available for colleges and universities. We allow students to report issues by phone or email at any time of day, without limitation
When alleged problems do arise, we conduct in-depth, dependable, unbiased investigations with equity as our first concern. The possibilities, rights, and privileges of each party involved will be given equal weight and consideration, delivering efficient and timely results.
For-Profit Organizations
Under federal law, all employers are required to investigate employee complaints of harassment, discrimination, and retaliation in the workplace. These investigations must be conducted promptly, thoroughly, and objectively.
Handling this internally can often be problematic and very time-consuming.
Let us help to ease your worries and navigate these challenges. Contact IHN HR today to learn how a reliable partner can support you and your team when conflicts arise. You—your students, faculty, and employees—will be grateful you did.
