As investigators, we often find ourselves responding to tumultuous situations, but we are not the only ones. Most of the time, a complaint is filed before an investigation begins. Sometimes complaints are filed in writing, but many times a complaint is first raised verbally, to a trusted individual, such as a supervisor, a human resources staff member, a teacher, a principal or other administrative staff. How the complaint is addressed in that moment can affect the entire complaint resolution process.

Prompt, thorough, and impartial investigations are key to addressing workplace strife, such as ongoing harassment and discrimination.  In practice, however, many factors can prevent employers from promptly initiating investigations.  These factors include: the time it takes to assess a complaint and determine the appropriate investigator; insufficient information; voluminous complaints; insufficient resources and competing priorities; and, complying with complex policies. 

California is currently in the second stage of Governor Gavin Newsom’s four-stage plan to gradually reopen the state amid the COVID-19 pandemic. During this stage, lower risk workplaces, including business offices, may reopen with modifications to protect public health and safety.