A key part of the new FCRA law (mentioned on the bottom of page 3) bears good news for employers: You no longer need to notify employees suspected of workplace misconduct that they are targets of a third-party investigation. Previously, the feds interpreted FCRA to say that you couldn't use an outside investigator to look into a worker's wrongdoing—including sexual harassment—unless you notified the worker about the investigation. Also, you needed to obtain written OK from the worker prior to launching the probe. The new law exempts certain employee investigations from that prior-approval requirement, including those involving employee misconduct and law violations.
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- Can we discipline an employee for his girlfriend's actions?
- Make sure HR spending aligns with management goals
- OK to consider qualifications that aren't in job description when setting pay
- Worker not returning from FMLA leave? Terminate, but pay benefits for full 12 weeks