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)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- 10 Secrets to an Effective Performance Review
- Don't tell harassed worker to 'move on'
- There's a reason for all those disciplinary rules!
- Should we retain copies of I-9 documents?
- Cut costs by challenging requests for intermittent FMLA leave