Lawsuit and settlement, loss in organization revenues, cost, can be prevented through education and initiation of promoting diversity in workplace, especially to its upper management officers. My intention here is to find out the proper way of investigation to minimize the possibility of lawsuit. There are possible solutions at the corporate level with effective programs and policies to help preventing similar incident happening again like Maria’s. There are proactive strategies an individual can use to minimize organizational discrimination as well.

Now let’s examine the proper way of investigation that can help to minimize a chance of lawsuit. As per the Right Way to Investigate, a supervisor along. with help of Human Resources (HR) to do the investigation immediately after the complaint was filed in writing as facts can be retrieved fresh from other employee’s mind. Timing is very important and prompt investigation would show the filing employee the organization is taking the complaint seriously. It’s crucial to not draw any form of conclusion prior interviewing all persons who have knowledge of the compliant. Interview all persons involved two to three times to get consistent information. Lastly but not least, to advice HR and company lawyer before writing the investigation report and the conclusion on the record as it may be audited in great detail for court use. (The right way to investigate complaints now so they don't wind up in court later, 2012). It important for me as a supervisor to become aware of these important steps to follow as to protect the organization and its fair workplace environment that could provide a fair conclusion for the employee filed the complaint and may potentially prevent a lawsuit. In Maria’s case, I would interview other people couple times in the department on their vision about Maria’s lateness and tardiness that her White