Signs That a Workplace Investigation is Required

Signs That a Workplace Investigation is Required

Managers, business owners, and even workers in the human resources department need to know how to recognize red flags regarding harassment. They need to define specific indicators that warrant workplace investigation to prevent lawsuits, hefty fines, and damage to the company’s reputation.

Here are some of the most common indicators that a workplace investigation is required.

Reports of misconduct Whenever someone, whether a manager or an employee, reports an incident of misconduct, human resources must conduct a

workplace investigation. These reports may come in through formal or informal methods. It’s essential to be vigilant when concerns or incidents are being brought forward. Even claims that seem insignificant shouldn’t be taken lightly because they may lead to or uncover significant issues that may have been overlooked.

Anonymous reports There will be cases when a victim or someone who has noticed an ongoing problem will report an incident anonymously. The claim can be made through a survey box, email, or call. Even though these reports could be helpful, unverified sources would have problems with clarity and reliability. Even if that’s the case, the misconduct report should be appropriately investigated.

Violence Workplace violence is a big no-no. It may come in the form of a physical force used or attempted to be used by another person on another individual. Employers need to perform a workplace investigation for any incident of workplace violence. An investigation must be conducted immediately if the employer witnessed it or received a report.

Harassment Workplace harassment comes in different forms. It could be unwelcome and improper conduct or comments made to an individual at work. It could come as an offensive joke, cyberbullying, unwelcome and demeaning comments, screaming, and discriminatory remarks.

Findings from a routine or unexpected audit Organizations often conduct routine or unexpected audits. If a breach of work ethics, wrongdoing, or misconduct has been

observed in the workplace, human resources must perform a workplace investigation immediately.

Mistakes to avoid when conducting a workplace investigation Here are the common mistakes that should be avoided when performing a workplace investigation.

Waiting too long Workplace investigations must be conducted with a sense of urgency. Although it’s essential to put the complaint in writing, human resources must never disregard verbal complaints. They must take it seriously, and immediate action is required.

Choosing the wrong investigator Workplace investigators need to be impartial, objective, trained, and unbiased. If the company’s human resources have a perceived or actual interest in any involved parties, then the employer must consider hiring outside experts to conduct the investigation.

Keeping the accused in the workplace Although not all complaints will require the person in question to be suspended, the accused should be placed on leave immediately, especially if the incident involves accusations of misconduct. If someone has been accused of harassment, both parties involved must be kept separate to prevent complicating the situation. This way, employers are protected in case a lawsuit is filed, and it also helps maintain the integrity of the workplace investigation.

Failing to take action after the workplace investigation Once the workplace investigation is done, it’s essential to conduct a follow-up with the accused and the victim or the person who filed the complaint. It is crucial to take the necessary steps in response

to the findings. These may involve corrective actions, re-training, or, worse, termination.

Dealing with harassment complaints is never easy. Every company must have a policy regarding reporting and dealing with harassment. The action taken after the investigation must be appropriate and aligned with the guidelines set within the company. ©Tell Jane