Why Hire An External Investigator?
Conducting or managing investigations is one of the many challenges facing employers and educational institutions today. A properly conducted investigation can be a powerful tool for all parties involved: it can provide an organization's decision makers with the information needed to support disciplinary actions, remedy misconduct, or establish an affirmative defense against alleged wrongdoing. It can provide workers and students an opportunity to share candid feedback in a safe environment, leading to improved morale and productivity.
A poorly conducted investigation, on the other hand, can make a difficult situation worse for all parties involved. It can expose an organization to significant liability, including from claims arising from the investigation itself. One of the primary areas in which the sufficiency of investigations are called into question involves the selection of the investigator.
An investigator must have the necessary training and experience to competently handle the subject matter involved, and, critically important, they must be impartial. This means they should not be vulnerable to allegations of perceived or actual bias, which can arise, for example, in the event an internal investigator is called upon to investigate a complaint where either party outranks them, or is asked to investigate someone in their reporting structure or someone with whom they have had prior negative interactions. In any of these scenarios, their ability to conduct a fair and impartial investigation may be called into question.
Hiring a qualified external investigator can help mitigate these concerns. Shannon is a seasoned labor and employment attorney, with a history of representing both employers and workers alike. She now focuses her practice on serving as an independent investigator, conducting impartial investigations in both the private and public sectors and in the Title IX environment. She is well-versed in handling complex investigations, including those involving high-level executives, elected officials, members of the public, multiple complainants and respondents, and parties represented by unions or legal counsel.