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 review some of the questions you should ask yourself prior to hiring, retaining or selecting an investigator:
- Will the person conduct the investigation in an objective manner?
- Does the person appear objective?
- Is the person disciplined and observant?
- Does the person possess an ability to understand subtleties and to distill information?
- What is the level of the person’s investigative experience and training?
- Does the person understand the relevant policies and legal principles?
- Does the person have good interpersonal skills?
- Is the person diligent and pays attention to details?
- Does the person possess excellent writing skills?
Sources: Michael L. Buckner, Athletics Investigation Handbook; Susan Bickley, “Employee Investigations: Best Practices” (July 31, 2013), available at: http://tmhra.org/wp-content/uploads/2013/08/Bickley_Investigation_Best_Practices.pdf.
Contact attorney Michael L. Buckner (+1-954-941-1844; email@example.com) for additional information on conducting internal investigations and intelligence-gathering.