Some workplace complaints or personal grievances require an investigator that is fully independent – particularly when there is a possibility that impartiality may be called into question.
A good investigation should be planned to understand the scope of the incident and the terms of reference defined at the outset, to guide the investigation. The investigator should have access to all relevant information and witnesses, with information recorded and retained in the event that there is an access request. The process must be clearly outlined to complainant and the person who has been accused. Finally, a report must be compiled for the decision maker, with the person accused having the ability to comment on the findings and meet to discuss with the decision maker.
We can assist in providing discreet, cost effective and confidential workplace investigations. Call us now to discuss how we can help.