Workplace Investigations Difficult Respondents – What can or should you do? – Remain calm and professional, do not engage in arguments and stick to your interview plan/process.
At times during a workplace investigation you may have to deal with difficult respondents, this can occur in a number of ways;
Workplace Investigation Questions and the question of what and how to ask questions during an interview.
The interview is typically a means to gather evidence, to clarify points made in a complaint, to find out what people saw, heard or experienced and also an opportunity for the person who is the subject of the complaint to provide their side of the story.
There are two key elements to the actual interview that are of paramount importance – asking questions and listening to…Continue
Workplace Investigations Complaint Ownership – What if the employee does not want an investigation into their complaint?
In some circumstances, an employee may raise a workplace issue with their employer or make an “informal” complaint but does not wish for any formal action to be taken, what are the options for the employer, Manager or HR professional.
While it is…Continue
What do you do if you know or suspect that the culture is bad & that bullying & sexual harassment is happening, but you don’t have any proof or actual complaints.
This can be tough as you have a duty of care to take all reasonable steps to provide a workplace that is free from bullying & sexual harassment, so I recommend a 3 step approach.
1. Conduct training to outline what bullying & sexual harassment are, the behavioural expectations of your organisation…Continue