Equal Employment Opportunity Investigator Onboarding Checklist

Equal Employment Opportunity Investigator Onboarding Process

Are you looking for help setting up a staff orientation process so that when your new Equal Employment Opportunity Investigator starts their role, they can learn about their responsibilities and your company as quickly as possible? Whether you’re keen to use buddy onboarding, want to automate your Legal onboarding experience or just need an onboarding checklist for your new Equal Employment Opportunity Investigator, you’re in the right place. We’ve put together a sample Equal Employment Opportunity Investigator onboarding checklist below and have created onboarding templates & resources to help.

Equal Employment Opportunity Investigator Onboarding Checklist

1. Introduction to company policies and procedures: The new Equal Employment Opportunity (EEO) Investigator should receive a comprehensive overview of the company’s policies and procedures related to equal employment opportunity, discrimination, harassment, and retaliation. This task is typically performed by the Human Resources department or the EEO Manager, who will provide the investigator with the necessary information and documents.

2. Familiarization with relevant laws and regulations: The EEO Investigator must have a solid understanding of the laws and regulations governing equal employment opportunity, such as Title VII of the Civil Rights Act, the Americans with Disabilities Act, and the Age Discrimination in Employment Act. This task may involve attending training sessions or reviewing legal resources, and it is usually the responsibility of the EEO Manager or the Legal department to provide guidance and resources.

3. Training on investigative techniques: To effectively conduct EEO investigations, the new investigator should receive training on investigative techniques, including interviewing witnesses, gathering evidence, and documenting findings. This training is typically provided by experienced EEO Investigators or the EEO Manager, who will guide the new investigator through the process and share best practices.

4. Shadowing experienced investigators: Shadowing experienced EEO Investigators allows the new investigator to observe and learn from their colleagues’ real-life investigations. This task provides valuable insights into the practical aspects of the job, such as conducting interviews, analyzing evidence, and writing investigative reports. The EEO Manager or senior investigators within the company usually facilitate this task.

5. Reviewing previous investigations: The new EEO Investigator should review past investigations conducted by the company to gain familiarity with the types of cases handled, the investigation process, and the outcomes. This task helps the investigator understand the company’s approach to investigations and provides examples of best practices. The EEO Manager or the Legal department typically provides access to these past investigations.

6. Introduction to case management systems: Many companies use case management systems to track and manage EEO investigations. The new investigator should receive training on how to use these systems effectively, including entering case information, updating case statuses, and generating reports. The IT department or the EEO Manager is usually responsible for providing this training and ongoing support.

7. Collaboration with other departments: The EEO Investigator should establish working relationships with various departments within the company, such as Human Resources, Legal, and Employee Relations. This task involves attending meetings, introducing oneself to key stakeholders, and understanding each department’s role in the investigation process. The EEO Manager or the investigator’s supervisor can facilitate introductions and provide guidance on building effective relationships.

8. Understanding company culture and values: To navigate the company effectively, the new EEO Investigator should familiarize themselves with the company’s culture, values, and mission. This task involves attending orientation sessions, reading company literature, and engaging with colleagues to gain insights into the company’s overall environment. The Human Resources department or the EEO Manager can provide resources and guidance for this task.

9. Ongoing professional development: Continuous learning and professional development are crucial for EEO Investigators to stay updated on changes in laws, regulations, and best practices. The new investigator should be encouraged to attend relevant training sessions, webinars, and conferences to enhance their skills and knowledge. The EEO Manager or the Legal department can provide recommendations and support for ongoing professional development opportunities.

10. Performance evaluation and feedback: Regular performance evaluations and feedback sessions are essential for the new EEO Investigator to understand their strengths, areas for improvement, and career progression opportunities. This task is typically performed by the EEO Manager or the investigator’s supervisor, who will provide constructive feedback, set goals, and discuss professional growth opportunities

Setting Up Your Employee Onboarding Process

From reading through the items in the example Equal Employment Opportunity Investigator checklist above, you’ll now have an idea of how you can apply best practices to getting your new Equal Employment Opportunity Investigator up to speed and working well in your Legal team. Scroll up to see the link to our onboarding templates & resources or get in touch to discuss getting help setting up your systems and processes in this area.