It’s a mistake that’s all too common: An employer investigating harassment claims or other workplace infraction fails to act when the inquiry bumps up against a “he said/she said” wall. Then the investigation grinds to a halt.
An impasse like that, of course, makes it difficult to determine the truth about the situation at hand. But that’s no excuse to stop the investigation. Remember, contradictory evidence and conflicting stories are not valid defenses to inaction.
It is the role of the investigator, however, not only to gather the available evidence, but to make the difficult credibility determinations that will reveal where the truth lies and whether applicable policy has been violated.
Practical investigatory steps
First, as an HR investigator, recognize that conducting a workplace investigation will require you to re-examine your own biases. You need to maintain a calm, objective and neutral frame of mind throughout, p...(register to read more)