Utah Workplace Investigations — Responding to Harassment and Misconduct Complaints
A proper investigation protects your business. An improper one creates more liability.
Based on 415 reviews • Serving all of Utah
Available until 9 PM
When an employee complains about harassment, discrimination, or other workplace misconduct, how you respond can determine whether the complaint becomes a lawsuit — and who wins it. A prompt, thorough, and impartial investigation is your best legal protection. We advise employers on conducting compliant investigations and, when appropriate, conduct third-party investigations that are more defensible in litigation.
Investigation Basics
Every workplace investigation should: begin promptly after a complaint, be conducted by an impartial investigator, include interviews of the complainant, the accused, and witnesses, collect and preserve documentary evidence, and result in a written report with findings and recommended action. We provide training and templates to help HR conduct defensible investigations.
Third-Party Investigations
When the accused is a senior leader, when HR has a conflict of interest, or when the complaint is particularly serious, a third-party investigation adds credibility and legal protection. We conduct independent workplace investigations that produce legally defensible findings.
Frequently Asked Questions
What happens if I don't investigate a harassment complaint?
Failure to investigate exposes you to significant liability. Courts hold employers liable for harassment by supervisors when the employer failed to take prompt, effective remedial action. An employer who ignores or inadequately investigates a complaint faces both punitive damage exposure and loses its main defense to harassment claims.
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Schedule a consultation today. Describe your situation, and we'll get you set up with an attorney who can help.
Based on 415 reviews • Available until 9 PM