How many of you have encountered the problem when a complaint is made but the complainant tells you that they don’t want the matter investigated
I often get asked by HR professional and managers, “What do I do if someone makes a complaint and then says that they don’t want me to do anything, they just wanted me to know.”
Despite what people think this is not a difficult situation, it becomes all about ownership of the complaint.
Once someone has made a complaint…Continue
Workplace Investigation Allegation Letters. This article addresses the how and the format of allegation letters.
In a workplace investigation allegation letters are used to advise the person subject of the complaint about what has been alleged and also to invite that person to attend an interview to provide their version of events or their side of the story.
There are certain components that I recommend you include in an allegation letter, the…Continue
Workplace investigations drafting allegations – One of the most important parts of workplace investigations is the drafting of the allegations to be put to the person subject of a complaint. There are a number of important considerations;
Timing: Personally I interview the complainant first, then witnesses and then gather any other available evidence before attempting to draft allegations. I know of others who like to interview the respondent…Continue
Conducting workplace investigations into employee misconduct or complaints such as bullying, harassment or sexual harassment should be fairly straight forward and not beyond the skill set of managers or generalist HR professionals or is it?
Consider the case of Paulson v Industrial Relations Secretary (Department of Justice) heard at the NSW…Continue