WHEN SHOULD EMPLOYERS INVESTIGATE HARASSMENT, DISCRIMINATION OR RETALIATION
The United States Equal Employment Opportunity Commission office guides that if an employee files an EEOC charge alleging unlawful harassment, “The employer should launch an internal investigation even if the employee did not complain to management through its internal complaint process.”
Upon receipt of harassment, discrimination or retaliation complaint, the employer should conduct a prompt, thorough investigation. Employers should increasingly want to discover whether harassment, discrimination, or retaliation has occurred so that such actions, if they did take place, can be remedied, regardless of how the employer acquired such information.
As a result, it is increasingly common for employers to conduct workplace investigations even after the employee has gone “outside” to an administrative agency or court.
The Law Offices of Payab & Associates is a Los Angeles based law firm with more than 17 years of experience in employment cases. Our office has successfully litigated many complex disputes including wrongful termination, sexual harassment, racial discrimination, wage and labor disputes, and retaliation cases.
Are you or anyone you know been harassed, discriminated or retaliated at work? Contact the Law Offices of Payab & Associates @ (818) 918-5522 or visit http://payablaw.com/ if you have any questions regarding your rights at the workplace.
