One of the most frequent problems confronting employers is the need to investigate allegations of or suspicions that an employee has been involved in misconduct and take appropriate action when the evidence substantiates the wrongdoing. School district employers are no exception. Respect and trust in the school working environment are achieved by fair, objective, and firmly enforced disciplinary procedures, including fair investigation techniques. While investigations of alleged wrongdoing by employees are not limited by the restrictions of criminal laws, the investigation should be conducted in a manner that allows any wrong to be detected but that protects the interests of the accused. Intended to provide practical tips for handling these investigations and detailing a variety of investigative techniques, this document examines: (1) the legal climate; (2) the report of the alleged wrongdoing to school authorities; (3) common areas of complaint; (4) conducting the investigation; (5) relationships with outside agencies; (6) making the decision; (7) the role of the employee representative; and (8) media relations. Successful investigations begin with planning and end with a result. It is between these two points that considerable leadership and skill must be applied. Various sample forms and letters regarding complaints, administrative suspensions, and concerns are appended. (16 references) (KM)