Organizations understand that when it comes to workplace investigations, they must be conducted at an accelerated pace. No employee will ever appreciate feeling as though their complaints are falling on deaf ears. In order to begin a formal investigation process, these employees are meant to bring a form of the transgression in writing, breaking down each incident in detail with specific names of witnesses. All of the information provided should be truthful and organizations should set expectations clearly with employees. Meaning these organizations will have to have some sort of resolution in mind once they’ve gone over the documentation provided. All the while, they’ll have to act objectively as to not display any sort of nepotism. Though their deliberations should have the interests of employees and the organization as a whole in mind, they must be able to do so impartially. This is much easier said than done, as properly handling any wrongdoing and the fall out that follows can be challenging. That said, it’s up to your organization to make sure its exceeding expectations and protecting the employees impacted. To learn more about the ways in which your organization can do that, please see the resource coupled alongside this post.
Workplace Investigation Timeline from HR Acuity, a company specializing in employee relations software
