Extract from article by Jeffrey Klink from Corporate Compliance Insights
When allegations of misconduct are raised, leadership should quickly turn its attention to an internal investigation. Depending on the nature of the supposed wrongdoing, the matter may need to be investigated quickly. But a haphazard investigation won’t do. Jeffrey Klink offers seven steps to a successful investigation.
Businesses regularly confront allegations of internal misconduct. These allegations can involve breaches of the law or the business’s policies or procedures. Successfully navigating the potential pitfalls of internal investigations is essential to protect your brand and important assets, as well as to avoid the risk of having to deal with additional problems resulting from adverse media coverage. This article outlines seven steps that will assist corporate counsel, owners and others in managing and mitigating internal misconduct allegations.
Many professionals like to make internal investigations confusing. But the reality is that there are basic steps that can be taken to determine if a misconduct allegation has merit and if a comprehensive investigation is required. The first step is determining whether an allegation has merit; if it does, then some or all the next steps may be required. Step two is assigning a case supervisor and other professionals to conduct the investigation. Steps three to seven are: (3) obtain and review all pertinent data and documents; (4) conduct discreet background research on significant parties and subject(s); (5) interview knowledgeable persons; (6) interview subject(s); and (7) assess which internal controls and procedures can be improved to avoid future problems.