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Workplace complaints can be difficult to navigate, especially when the allegations involve sensitive issues, conflicting accounts, or employees at different levels of the organization. A fair, timely, and well-documented investigation process can help employers understand what happened and determine the appropriate next steps.
A strong workplace investigation should be approached consistently and objectively. That includes identifying the appropriate investigator, gathering relevant information, interviewing the individuals involved, documenting findings, and following through based on the facts.
When Should You Consider and Outside Investigator?
Not every workplace complaint requires an independent investigator. However, there are situations where bringing in an experienced third party can be especially valuable, including when:
- An unbiased fact-finder is needed
- The allegations involve senior leadership or others who would normally handle the investigation
- Internal relationships could create an actual or perceived conflict of interest
- The situation is particularly sensitive or complex
- Internal HR resources do not have the time or experience needed to conduct a thorough investigation
- The organization wants to demonstrate that the complaint is being taken seriously and handled objectively
Contact us today at 605.335.8198!
Alternative HR can provide an experienced, neutral third party to help organizations navigate sensitive workplace investigations with a fair and consistent process.
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