Q. A former employee recently filed an EEOC complaint against our company alleging race discrimination. As part of its investigation, the agency will be coming to our offices to interview employees. Do I have to make the employees available? As the HR director, should I sit in on the employee interviews?
A. An employer must make its employees available if the EEOC asks to meet with certain individuals.
If you have a strong objection to the EEOC interviewing a particular employee, you can raise your concerns. Typically, that won’t change the investigator’s mind.
An investigator is allowed to conduct interviews of nonmanagement employees without your presence or permission. For interviews withemployees, an attorney may be present. If you have either in-house counsel or an outside attorney, have them attend the meeting.
If you don’t have an attorney, it is a good idea for an HR representative to sit in on the interviews.
Like what you've read? ...Republish it and share great business tips!
Attention: Readers, Publishers, Editors, Bloggers, Media, Webmasters and more...
We believe great content should be read and passed around. After all, knowledge IS power. And good business can become great with the right information at their fingertips. If you'd like to share any of the insightful articles on BusinessManagementDaily.com, you may republish or syndicate it without charge.
The only thing we ask is that you keep the article exactly as it was written and formatted. You also need to include an attribution statement and link to the article.
" This information is proudly provided by Business Management Daily.com: http://www.businessmanagementdaily.com/19999/must-we-make-employees-available-to-eeoc-investigators "