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I would strongly caution against legal doing the investigations. You are going to run into privilege issues when you do the investigation and then somebody sues. You need an unprivileged report but you’re also giving legal advice so where is the line drawn. With very limited exceptions hr does the investigations at my direction, the first draft of the report is privileged and the final is generally not.
Thanks, I'm aware. I don't do investigations for my own clients.
If you’re fairly junior, i think certification is a smart approach. It’s increasing expected, and AWI is the clear choice IMO. If you have sufficient experience and on-the-job training, I don’t think it’s worth it unless you want to really specialize, even if you lose one or two here and there.
They take too much time away from my advice practice, so I only do one from time to time. But we sent an associate through AWI so we have someone certified on the team.
Just saw your title. Personally, wasn’t worth it to me in my 7th year of practice because I do them sparingly now. If I did more than 1-2/year, I’d get certified through AWI.
The partner at my firm who specializes in this does not have the SHRM credential or that membership. I think an attorney who’s litigated enough discrimination cases is independently qualified (and imo more qualified than the HR credentials).
(As to SC1’s point, she does not defend cases where she does the investigation and refers out investigations when she thinks the client’s interests would be better served by her defending)
Same, and thanks. I definitely feel comfortable doing them, but recently lost out on an investigation bid to another attorney because the other person was listed as a member of AWI. It doesn't seem like there is a huge membership there and no one else at my firm is familiar with AWI so I was surprised that mattered to the client.