How to Conduct an Internal Employee Investigation
Internal employee investigation can cause tension in a working environment. So, it is best to resolve the issue with respect and dignity as well as doing it quickly and efficiently.
If an internal employee investigation needs to be carried out in your work, it is worth considering some things before anything takes place.
What Reasons Are There To Conduct An Internal Employee Investigation?
There are a few reasons for a company to conduct an internal employee investigation. The most common of which is if an employee makes a formal or informal complaint.
Complaints from employees can come in many forms such as;
- Harassment
- Discrimination
- Retaliation
- Safety issues
- Ethical problems
Regardless of the type of employee complaint, it is the company's duty to carry out a complete internal employee investigation to resolve the matter as swiftly as possible.
What Steps Are Included In An Internal Employee Investigation?
The company should follow these steps once an informal or formal complaint has been made to the employer:
- Ensure confidentiality: It is the employers' duty to protect the employee's confidentiality, but, at the same time the employer must carry out an investigation. So, it may not be feasibly possible to keep all details of the initial complaint safe and secure.
- Provide protection: The employer should also consider providing protection to the victim of the claims and to anyone else who may be affected by the allegations.
- Select an investigator: It is important to do some research to find the best investigator for the complaint at hand.
- Plan the investigation: Create an effective plan for the investigation so that it can be carried out with precision. Consider having information on the issue, a witness list, details of information and proof of the claims.
- Interviewing: After developing crucial questions that will provide you with the details you wish to know, it is important to then carry out the interviewing process.
- Decision making: The investigator must ensure that they are not going to jump the gun on deciding. All elements of the investigation must be taken into consideration before a final decision is made.
- Closing the investigation: Once a decision has been made the employer must inform both the employee who made the complaint and the accused of the outcome.
Which Members Of The Company Will Conduct The Investigation (Hr Department Security Department Ceo Department Managers Etc)?
On a general basis, companies often use experienced HR personal at their disposal to carry out internal employee investigations. However, company security, legal counsels or third-party investigators can be used. Each type of member has advantages and disadvantages, so it is best to think careful about who should carry out the investigation.
If you wish to contact a reliable private investigation company, contact Private Investigator by emailing contact@privateinvestigator.co.uk or calling 0800 061 4397.