An employer’s duty to investigate is triggered when the employer should reasonably be aware of possible misconduct, and/or when the employer has received an oral complaint, a written complaint, or an anonymous complaint. Workplace complaints can originate from employees, customers, or third parties. While investigations can be conducted internally, it is imperative that the internal investigator be able to put his or her daily tasks aside and immediately jump in and conduct the investigation. Where many employers end up in hot water is not because of an internal investigator’s failure to investigate; it is because their investigation is found to be flawed, inadequate and/or biased. Many internal investigators do not have the necessary knowledge and or training or the time to conduct a proper workplace investigation.