The management of outside investigators should be top of mind for legal professionals tasked with handling cases of workplace misconduct, whistleblowing, or harassment. Employers frequently rely on these specialists to guarantee an unbiased investigation capable of enduring prospective legal disputes. Professional attorney investigators in particular often offer the added benefit of safeguarding the confidentiality of the investigation through attorney-client privilege.
This strategy, while beneficial, also brings with it a set of considerations that need detailed attention. Selecting an apropriate investigator who can steer the investigation and potential litigation is crucial. Equally important is clarifying the attorney-client privilege and laying out clear expectations regarding roles and communications. Organizations should also ensure that the processes are as transparent as possible to encourage trust and cooperation from the involved parties.
Firms like Jackson Lewis P.C., have presided over numerous cases where outside investigators were effectively managed by employers. By following best practices, corporations and law firms can ensure that misconduct allegations are dealt with responsibly, contributing to a safer and more ethical work environment.
For a deeper understanding of this subject and detailed advice on managing outside investigators, you can refer to the original article, ‘ Managing Outside Investigators – Best Practices for Employers ‘.