Take the risk out of workplace investigations

workplace investigations from Trüpp

Objective third-party workplace investigations

Conducting internal investigations presents confidentiality and bias risks. Internal employees and HR staff may feel pressure to protect company interests and working relationships. Even if an organization can conduct a fair and impartial investigation, employees may still perceive it as biased. Engaging the HR professionals at Trüpp removes these fears by providing third-party and objective investigations.

We follow proven best practices for conducting workplace investigations in a timely manner to prevent further escalation, protect your organization from additional risk, and ensure adherence to recommended timelines. As a third-party organization, our friendly staff is able to put employees at ease, enabling them to open up and provide candid responses in a safe environment.

The trained professionals at Trüpp have a deep understanding of employment regulations and investigative procedures. We bring decades of experience with discrimination, harassment, and retaliation investigations, as well as other workplace grievances that are suited for external, third-party, or professional input.

At Trüpp, we understand that workplace investigations often reveal more than just the case determination. That’s why our reports include suggestions for policy updates, workplace culture considerations, and prevention strategies in addition to determining employer liability and appropriate disciplinary actions. Our reports are written from an executive perspective and are designed to be easily understood, actionable, and legally sound.

Most workplace investigations do not require the expense of legal counsel. While Trüpp does not provide legal counsel, if we find it is in our client’s best interest to retain legal counsel, we will advise the employer to do so. Trüpp’s workplace investigations equip the employer with how to proceed based on the type of allegation, inform the employer if there is evidence to support the allegation or complaint, and then provide the employer with recommendations to address the issue.

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