A solid investigation is the cornerstone of any decision to discipline an employee. One of the most important and effective tools available in conducting an investigation is the investigatory interview.
Employees must cooperate and participate—and have no Fifth Amendment right against self-incrimination, unless they work for a public-sector employer.
The employer holds most of the cards and can require both participation and truthfulness. Not cooperating or lying is grounds for discipline, regardless of the original charge. The investigation may result in valuable admissions or other evidence of guilt, the commission of lies, failure to answer or even show that the employee didn’t do what the employer thought he or she did.
Why the interview?
An interview offers:
- An opportunity to get unvarnished, real-time responses to questions
- A chance to observe the witness’s demeanor (body language, attitude, remorsefulness or ...(register to read more)