Steps to Conduct a Successful Workplace Investigation

 

The purpose of investigating within a workplace is to ensure that the issues are dealt with in a harmonious manner and that the most appropriate decisions are taken, based on the evidence obtained and using the ‘balance of probability’ test. which are in the employees and the company's interest. If the workplace investigation is not conducted correctly, the investigation process can expose the business to legal problems and cause employees to distrust the investigation process.

WORKPLACE INVESTIGATION

In the event of harassment, bullying or theft, some pre-defined steps are there to be followed to ensure the success of a workplace investigation. If you are an employee, you must be aware of these stages to assess whether your employer follows the correct procedures or not.

Are you being investigated at the workplace? Are you looking to learn the steps involved in a workplace investigation? Read on to find out details about workplace investigations and the steps you need to take when working on them.

Workplace investigation: Some important issue for consideration

A workplace investigation happens when it is necessary to determine what occurred in the case allegations that might include severe misconduct. Simply put, it's an investigation that identifies the evidence available in order for an informed decision on next steps to be made.

Run and communicated properly. this process can reassure employees that the company is impartial and committed to making the workplace a fair environment for all. It also eliminates any suspicion of favouritism among employees. Another benefit of conducting a workplace investigation is that it provides room for procedural fairness, reducing unfair dismissal and indiscriminate termination.

Workplace investigations can be handled directly by employers or by the Human Resources department. Based on the seriousness of the incident, an investigator from an independent private firm could also be hired. The process is always kept confidential to safeguard the claim and avoid tampering with important evidence.

While conducting a workplace investigation Sydney, the privacy of employees must be ensured, and the procedure for conducting such investigations should be undertaken consistent with the Employee Handbook. 

Essential Steps to follow when conducting Workplace Investigation

To ensure that the rights of employees are not violated while being under investigation There is a need to take certain steps. These consist of:

Know when to investigate

An investigation is necessary only when there is a clear set of allegations. If both parties agree regarding the situation, it is unlikely to be helpful to pursue an investigation. A formal investigation is also required when you have provided the employee with information about their misconduct and offered means of resolving it.

Act quickly

All the cases of investigation in a workplace must be resolved immediately without any delay, as this is very important for workplace health and safety Brisbane. This will ensure that employees believe in the ability of the company to resolve conflicts. A delay in the investigation process could be detrimental if it results in a constructive dismissal; therefore, it shouldn't be delayed.

Have an investigation plan

While it's a good idea to respond swiftly, having a ready-made plan of how the investigation process will be carried out is more remarkable. Knowing the time frame, procedure and personnel required to get the desired outcome are essential. A strategy will also assist the business in avoiding the murky waters of legality.

Utilise the right channels

The employee handbook provides an outline for workplace investigation and stipulates who should conduct it. All discipline cases must be handled by either the employer or the human resource management Sydney. In severe cases, an independent investigator might be involved to prevent any bias or resentment after the process.

Conduct interviews

An investigation should include interviews; interviewing the complainant and the respondent(s) will also be given a chance to listen to the various aspects of the evidence obtained and allow ample opportunity to uncover and explain any differences in the story. It's also a great opportunity to evaluate their body language and their general demeanour in relation to the matters being investigated.

Peruse the evidence

Any evidence available in a case needs to be analysed and studied carefully. Whether it's tangible fragments of evidence such as paperwork, video footage, the employees' attendance book or even phone records, this could also include inviting primary and secondary witnesses to share their perspectives on the events. Each piece of evidence must be assessed and taken into account as part of the process.

Make sure it is kept confidential

The key to an effective workplace investigation is confidentiality. Everyone involved must be informed of the confidentiality of such a process and instructed to maintain it.  This will make sure that evidence is not altered, or witnesses are not being influenced in any way. Confidentiality in workplace grievances helps employees to be confident in the ability of the company to deal with grievances.

Document the investigation process

Every process involved in a workplace investigation Melbourne must be documented. This is helpful in the event of a legal dispute over the matter. Respondents must be offered support from a person at the interview. They should also keep an archive of documents about the situation. In the case of unfair dismissal, this information could prove important.

Reach a decision

After looking over the evidence, the next step will be identifying any missing link to the whole situation. A thorough analysis of employee interviews and other evidence will usually bring out the most likely set of events based on the ‘balance of probability’ test. It's now time to decide on the facts of the matter.

Follow up

Only a small percentage of all workplace investigations end with the termination of an employee. A worker can also be required to apologise, be fined, be demoted (or a combination of some of these). Following up with a worker might mean offering them a training program, teaching them a skill, or awarding them in-house therapy sessions.

How to ensure your Workplace Investigation is successful

 ·     Be unbiased. This is not the time to engage in the game of favouritism. Be eager to analyse the evidence and find out the perpetrator.

·     Provide a satisfactory solution when you conclude. Do this without compromising, even if you must end the employee's employment contract or demote them.

·        Stay on course within the investigation.

·       Hire an outside investigator if you aren't sure about an internal investigator or if independence is important

·         Isolate each party during the investigation if the need arises.

 

 Wrapping up

Workplace Investigations are inevitable and are an important part of human resource strategy to find out the facts of a particular incident or the issue of serious misconduct in the workplace. Whatever the cause or the reason, there are steps to take when investigating an employee at work.

If you need to conduct a workplace investigation and seek help to comprehend the entire process, HBA Consulting is your safest bet. With years of experience as workplace advisors, they can help you evaluate the situation and guide you through the entire process.