FAQ’s

In today’s fast changing environment, at one point or another, every employer will face the need to investigate one or more complaints from its employees. Understanding the dynamics of workplace conflict is an important tool in discovering problems and preventing their recurrences. Investigations, on the other are data gathering tool to help in making management decisions.   We conduct investigations on behalf of employers, based on many different complaints that don’t necessarily align with the popular profile of super long, drawn-out detective work.  Yet, they keep in mind the ultimate goal of the investigation.

Naturally, each type of workplace complaint or problem demands its own methods of investigation. However, there many similarities among every type of investigation.  We’re not attorneys and do not provide legal advice.  We are however, very knowledgeable about state and federal employment laws.  All our investigations uphold the privacy rights of employees and others in the workplace.

There are laws that require organizations to conduct investigations once a complaint has been filed. When an employer either know or should have known about discrimination, harassment, violence, or safety problems an investigation has to take place to ascertain the facts and take remedial action. Employers are at risk of losing any lawsuits brought by employees when they fail to investigate claims in a timely manner.

Some of the more important laws that require investigations by employers are:

1. Health and safety laws – OSHA – employers must investigate threats, and prevent acts of violence in the workplace.
2. Drug-free workplace laws – Drug-Free Workplace Act of 1988; DOT drug testing regulations
3. Job discrimination laws – Civil Rights Act of 1964 (Title VII), the ADA, the ADEA, and their state equivalent, the Texas Commission on Human Rights Act
4. Background and credit checks – In order to minimize liability for negligent hiring or negligent retention, employers must research employees’ backgrounds – Fair Credit Reporting Act requirements apply

Choosing the right Employee Relations support team is critical.  In some situations, our clients are looking for the ability to get their investigations and training accomplished on time and within budget. They don’t need or can’t afford a full service Employee Relations staff with our skill set.  Out-of-the box thinking and skills that in-house managers or human resources staff lack.  In some situations, it may be necessary to bring in an outside consultant, if the situation requires a high level of confidentiality.

We provide highly interactive workshop style training sessions for our clients.  Most are delivered in-house, but tailored to our clients’ needs.  Please visit our events  page for FREE webinars and in-person sessions.

When you partner with us, you’ll immediately see why our workplace conflict resolution, investigation, and mediation strategies make it easy for your company to improve performance, enhance productivity, and save time. Here’s what you can expect:

Never struggle with a difficult employee or lengthy investigation again. DFRI advisors are standing by to answer your most challenging questions. We address every issue from statement and fact finding to resolution. We even attend unemployment phone hearings on your behalf, at no extra cost to you.  Say goodbye to answering employee issues night and day.   Enjoy a more effective solution to interpersonal workplace problems – entirely risk-free.  There are no hidden fees –  Try our remote service FREE for 30 days!

We make it easy for companies to do business with us.  Our remote support options range from $1,150 to $2,350 a month (on a month-to-month basis).  Our traditional on-site full support service contracts range from 3 to 10 years, please call 877-803-3486 or contact us for details.

DFRI is on a mission to redefine workplace conflict management and investigation processes. We focus on the complex task of resolving employee conflicts, and give your team the freedom to focus on core business tasks. Most companies will leave conflict resolution to untrained Human Resource Generalists or busy department managers. Let’s face it, the dynamic of today’s diverse organizations make them more vulnerable to disagreements, harassment claims, and never-ending problems. The average manager lacks the resources to resolve conflicts in a timely manner before they escalate. Human Resources staff take weeks to work on an issue and your organization is liable for what happens in between. Working with DFRI helps HR and Management teams to be more efficient.

We resolve workplace problems that arise every day, before they escalate to legal, court appointed mediation cases. We integrate interpersonal conflict resolution tactics with our investigation and training offers to bring you the best Employee Relations strategies.  Our approach is rather preventive than reactive.  We resolve formal and informal claims within your organization, preventing them from becoming formal complaints with a federal agency such as the U.S. Equal Employment Opportunity Commission. Doing so saves an enormous amount of time, and money while increasing morale and productivity in your workplace.