Inevitably, if a professional is conducting workplace investigations, you will encounter a situation where there is no evidence to prove if an allegation occurred or not. In the absence of corroborative evidence, or witness accounts, the workplace investigator may determine that a factual dispute is unsubstantiated. Alternatively, the workplace investigator may decide that an allegation […]
Articles regarding Human Resources investigations
Do you deal with workplace allegations of harassment? Every day in Saskatchewan, people head to work with the hope of having a good day. People want to be paid fairly for the work they do, and they should reasonably expect to have a safe workplace where they are treated in a polite and professional manner.
As a workplace investigator, I am often asked by the complainant or management if the respondent will be informed/will they know the details of the allegations that have been made against them prior to their (the respondent’s) interview? The answer is always, “Yes.”. The reasons why are: Procedural Fairness In order to be aligned with
The Problem Everyday people go to work wanting to do a good job, make a difference, and be successful. But, sometimes things don’t go as planned. After tempers flare and rude comments are made, relationships can take a nose dive. This can lead to tension and claims of bullying. Workplace conflict affects the entire team.
As an HR investigator, when I contact an HR investigation witness, they often have questions regarding their participation in the investigation. Three HR investigation witness questions are: Do I have to do this? What can I do to prepare? Will people know what I said in my interview? The First HR Investigation Witness Question: Do
There are allegations of harassment against me. Now what? Workplace harassment investigations cause feelings of intimidation and stress. However, barring any criminal act, as the Respondent, the investigation itself is an opportunity for you to share your reality with the investigators so that they can conduct a fair and thorough investigation. The first step when
As a workplace investigator, I get asked, “How do you prevent an HR investigation? I have heard many employers and managers say……. “if I had known I was going to have to conduct an investigation, I would have………”. Of course, no employer or manager wants to be in a situation where a workplace investigation is
Should you choose an external investigator? As an employer or manager, dealing with harassment complaints can be extremely difficult as you are dealing with typically a highly emotional situation that you may not be well versed in. Once presented with a complaint or aware of a situation, one of the early decisions for managers or the
The Steps For an Employee to Take if They Feel They Have Been Harassed As an employee, you are entitled to a safe workplace, one that is free of harassment. Your employer is legally required to provide you with this safe and harassment-free workplace. If you feel you have been harassed at work, there are
How should an employer or manager handle a harassment complaint? As an employer or manager, there is nothing more unsettling than an employee presenting a harassment complaint to you, be it a formal written complaint or verbally informing you of the complaint. Regardless of how complaints are presented, or the employees desire to advance the