An employee walks into your office and says a supervisor has been making comments that cross the line. Your next decision matters almost as much as the complaint itself: do you look into it yourself, or hire an outside workplace investigator? If the matter ends up in front of the California Civil Rights Department or a jury, the quality of that investigation will be one of the first things examined. Here's how to decide. The short answer: many routine complaints can be handle

A complaint just landed on your desk and someone needs to look into it fast, but the person you pick to run that investigation can decide whether your findings hold up later or unravel in front of a judge. In short: a defensible investigation depends on choosing a genuinely neutral workplace investigator who meets California's licensing requirements, has no ties to anyone involved, and documents the process the way courts expect. Here's the five step checklist to get that rig