An internal investigation is an important mechanism an organization can use to address an allegation of wrongdoing, determine legal liability, identify individuals or parties with culpability, comply with regulatory requirements, develop corrective measures and enhance operational efficiencies. Buckner is pleased to continue its blog series highlighting best practices, strategies and techniques that can be used by organizational leaders and counsel during an internal investigation. Today’s post will discuss determining the credibility of witnesses:
The Society for Human Resource Management, in its How-to Guide: How to Conduct an Investigation, offers several factors to use to assess witness credibility:
- “Plausibility: Is the witness’s version of the facts believable? Does it make sense?”
- “Demeanor: Does the witness seem to be telling the truth?”
- “Motive. Does the person have a reason to lie?”
- “Corroboration: Are there documents or other witnesses that support the witness’s version of events?”
- “Past record: Does the alleged wrongdoer have a past record of inappropriate conduct?”
Source: SHRM, How-to Guide: How to Conduct an Investigation, available at: http://www.shrm.org/publications/hrmagazine/editorialcontent/2014/1214/pages/1214-workplace-investigations.aspx#sthash.KDyx8aOB.dpuf.
Contact attorney Michael L. Buckner (+1-954-941-1844; firstname.lastname@example.org) for additional information on conducting internal investigations and intelligence-gathering.