Corporate Compliance

Tip: Scheduling employee interviews

Compliance Monitor, July 9, 2008

After analyzing a complaint you determine it is credible, and there is a very real possibility a criminal or civil statute may have been violated. An important part of the investigation process is conducting interviews with employees who are either involved or have information about the alleged violation.
 
When scheduling employee interviews you need to consider several factors. In many situations, speed is of the essence, because the organization is racing against government investigators. In those situations, the investigation team should interview those employees with the most information before the government does.
 
If time permits, employees should be interviewed in an order that minimizes the possibility of collusion or influence between or among employees. If the organization suspects senior-level management is involved in wrongdoing, the interviewer may opt to begin with interviews of lower-level employees and then work his or her way up the corporate ladder. By doing so, the interviewer is more likely to acquire all relevant information before conducting the most important and most sensitive interviews.
 
This tip was adapted from Internal Investigations Handbook. For more information about the book or to order your copy, click here.

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