Specifications include, but are not limited to: Under the direction of LAWA Executive Management (or designees), provide workplace investigation services and deliver as needed workplace compliance training, such as EEO compliance, sexual harassment prevention training, and workplace violence prevention training to targeted groups of employees. LAWA is required to investigate complaints of discrimination, sexual harassment, retaliation and other confidential and complex workplace complaints filed by or against LAWA employees. When a workplace complaint is received, LAWAs Human Resources Director will review the complaint and determine if an investigation by the successful Proposer is necessary. Once a decision is made to conduct an investigation, the successful Proposer will be called to perform the necessary services, in compliance with all federal and state employment laws. The Human Resources Director will review the results of the investigation to determine if additional information or investigation is needed. Once the Human Resources Director concludes the investigation is complete, the results of the investigation will be forwarded to Executive Management for appropriate action.
