When Should I Hire An External Investigator?

SMGG’s Investigations Group can handle objective and unbiased investigations for your company, non-profit entity, municipality or school. But when should you hire an external investigator?

“We have an internal human resources department, why would I want or need to hire an outside investigator?” Great question. Please review this checklist, then determine if you need to schedule a call with us:

[  ] A complaint is complex or may require more time and resources than the internal human resources department can handle.  

[  ] The matter may involve the conduct of a high level executive or administrator.  

[  ] There is toxicity internal to the workplace.

[  ] There is a need to demonstrate the utmost in impartiality.  While an internal investigator can be impartial, there is a real perception of bias that is hard to overcome because of an internal investigator’s relationships with those involved. 

[  ] There is a high likelihood that the matter may result in litigation and the investigator will be called as a witness.  

[  ] Your internal human resources team may not have the expertise in-house to conduct the investigation.  

[  ] The investigation may be quite distracting to your employees.

[  ] There may be nuanced legal issues.

[  ] You need the most privilege within the investigation as possible.

If you are dealing with a workplace or school issue that checks any of the above boxes, a prompt, thorough, independent investigation may be the way to go. Such an investigation can often insulate an employer from liability, improve employee morale, prevent further incidents from occurring, and mitigate legal exposure. In many situations, it is pay now or pay later. 

Reach out to SMGG for assistance with an issue that requires an independent eye. Contact Gretchen Moore or Laura Gutnick at Strassburger McKenna Gutnick & Gefsky to discuss your options.

Back to News & Resources