Internal Investigations of Employee Complaints and Misconduct: Avoiding Costly Missteps

Recording of a 90-minute CLE webinar with Q&A

Conducted on Wednesday, December 6, 2017

Recorded event now available

or call 1-800-926-7926

This CLE course will prepare employment attorneys to counsel clients on legal and practical approaches to planning, conducting and documenting internal investigations of employee complaints and suspected employee misconduct. The panel will provide guidance on how to properly and effectively conduct workplace investigations that minimize liability exposure and litigation risks.


More and more employers are conducting internal investigations of suspected employee misconduct as employee retaliation claims soar and the EEOC continues its focus on systemic discrimination. A thorough and effective internal investigation of an employee complaint can help a company avoid costly and protracted litigation and lay the groundwork for a successful defense in the event that a lawsuit is filed.

Missteps in internal investigations are common and can expose an employer to costly liability and increase the risk of running afoul of expanding whistleblower protection laws. Common mistakes include failing to investigate, using biased investigators, minimizing employee complaints, suspicious timing, lack of consistent responses and failing to take remedial measures.

Listen as our panel of employment attorneys explains how to effectively conduct internal investigations of discrimination, retaliation, harassment and other workplace claims to minimize litigation risks for a company.



  1. Pre-investigation strategies
  2. Conducting the investigation
  3. Post-investigation strategies
  4. Litigation considerations


The panel will review these and other key issues:

  • What are some best practices for minimizing the risk of litigation when planning, conducting and documenting internal investigations?
  • What timing issues are likely to raise courts’ suspicions?
  • How can employers avoid involving biased investigators in internal investigations?
  • How should employers respond to suspicions of misconduct absent an employee complaint?
  • What remedial measures should employers take following an internal investigation?


Gramigna, Elizabeth
Elizabeth W. Gramigna

Tribù Partners

Ms. Gramigna has nearly 30 years of experience practicing labor and employment law. She has conducted over 150...  |  Read More

Land, Peter
Peter G. Land

Franczek Radelet

Mr. Land represents private and public sector higher education and business clients in a wide array of litigation...  |  Read More

Oppenheimer, Amy
Amy Oppenheimer

Law Offices of Amy Oppenheimer

Ms. Oppenheimer has over 30 years of experience in employment law, as an attorney, investigator, arbitrator,...  |  Read More

Stern, Stephen
Stephen B. Stern

Hyatt & Weber

Mr. Stern helps employers minimize exposure to liability by developing and implementing effective employment policies,...  |  Read More

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Strafford will process CLE credit for one person on each recording. All formats include course handouts.

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