Hey Compliance Warriors!
Do you ever find yourself in a spot where you just need to argue the options for a specific HR dilemma?
I think we can all identify with this feeling.
How about when Big Boss is pushing back on what you KNOW needs to be done, but they just cannot seem to wrap their brains around the suggestions you are making?
Sometimes you need a good civilized argument session where you can state your case and an unbiased 3rd-party can clap back with the hard questions that you will be required to answer if the issue does not get solved before a claim, charge, or lawsuit is filed against the company and/or the responsible parties within.
When these issues come up: Let’s Argue it Out!
As an EEOC Certified Investigator, I have seen a lot of tough issues that employers really should have researched before making the decision to “do it the way we’ve always done it” OR “not let some employee handbook boss me around”.
How about the time when the accused is your friend or you have some sort of relationship with the person that could cause others to view you as biased during an investigation. Recusing yourself may be the indicated course of action in some cases.
Remember, sometimes even decisions resulting from only the best intentions still pave the road to… well… court! (gotcha!)
I am ready, willing, and able to provide these services at the same rate as my regular telephone or Zoom consultations.
And, don’t forget – I am a credentialed EEO INVESTIGATOR.
So, when you come across issues related to discrimination or harassment and need an unbiased 3rd-party to conduct the investigation please also think of me.
I have been fully trained by EEOC Administrative Judges and other Investigators.
There is no need to dig the hole deeper by trying to do these things on your own when conflicting interests may be in play.
So, next time you want to Argue it Out or pass the investigation on to a professional investigator who has no skin in the game, think of me!
Happy Monday and Be Audit-Secure™!
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