Inevitably, your organization will have to conduct a workplace investigation. It may be because an employee has alleged discrimination, or perhaps someone has stolen something. Whatever the reason, an investigation is in order—and you have to get it right.
An inadequate investigation can do more harm than good. Courts have often criticized employer investigations, especially those involving sexual harassment, for failing to interview the accused promptly, corroborate allegations, interview important witnesses or sufficiently evaluate the evidence.
A thorough investigation consists of seven phases.
1. Preparation and planning
First, determine the scope and nature of the claim. If an investigation is beyond the ability of in-house staff, hire outside expertise, such as accounting or law enforcement experts. Define your cost parameters and time considerations. Decide whether you need to inform outside authorities...(register to read more)
- Use interview to poke holes in applicant's rÃ?sumÃ? claims
- Applicant has solid work history? That's a legitimate reason for promotion
- Can you legally ban men from 'female-focused' jobs?
- Nail down documentation before firing harassment complainant
- Using an arbitration agreement? Keep detailed records of employee acceptance