Learning that you are the target of an employee investigation is an unsettling thing to go through.
Unfortunately, some federal employees are being unfairly scrutinized for alleged misconduct and subjected to investigations.
In the federal sector, management has wide discretion on how they choose to elevate complaints against employees. There is no standard procedure in which to follow.
Therefore, some managers may choose to simply talk to an employee and consider the case closed. Other managers may refer the case to the internal investigative process.
Why the difference in approaches?
Sometimes, it comes down to the relationship between the manager and the employee. If the manager likes the employee, no formal investigation may take place. If the relationship between the manager and the employee is not a positive one, the manager may decide to proceed with an investigation.
If this seems unfair, it is.
Being the subject of an internal investigation can have adverse effects on the employee in the short- and long-term. The employee may face adverse employment actions such as demotion or suspension – and the potential of job loss.
Down the road, the employee may have trouble getting hired in the federal sector. The stigma of the investigation can span a career.
It is advisable for an employee to get legal help as soon as possible after being notified of an investigation.
Remember: These investigations are never neutral or fair. There is no presumption of innocence. The earlier you take action, the better the odds of securing a positive final outcome.
Free consultation: Call The Devadoss Law Firm, P.L.L.C., at 888-351-0424 after learning of an employee investigation. We represent federal employees nationwide.