investigating employee complaints
TRANSCRIPT
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INVESTIGATING EMPLOYEE COMPLAINTS
A guide to handling complaints against employees without breaching their right to procedural fairness
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When to investigate Employee lodges complaint about behaviour of another employee, such as:
• Sexual harassment
• Bullying
• Defamation
• Micro-management • Theft
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Procedural fairnessEmployee is:
• Informed of rights and obligations
• Entitled to opportunity topresent their side
• Provided with sufficient resources
• Given the opportunityto seek independent advice
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Legally requires employer to conduct systematic and thorough investigation of:
• Severity of the incident
• Mitigating circumstances
• Likelihood the behaviour will recur
Procedural fairness
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Interviewing the complainant
First step is to interview the complainant to understand:
• When
• Where
• How
• Cause and effect
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Respect procedural fairness by:
• Informing employee of intention to investigate
• Allowing employee to respond
• Allowing for mitigating circumstances
• Remaining unbiased
Interviewing the employee
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Timing
• Prompt and thorough
• Delay is unfair to the employee
• Witness recollection becomes vague over time
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• Only approach witnesses who you know can help you
• Ensure the witness understands the matter is strictly confidential
• Avoid ‘fishing expeditions’
Witnesses
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The aim of the investigation
• Did the event actually occur?
• Was the accused employee involved?
• Were there any mitigating circumstances?
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Conducting the investigation
• Collect the FACTS
• Collect and examine ‘hard evidence’
• Explain in detail the allegations against the employee
• Allow employee to respond or seek assistance from union delegate
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• Schedule interview to inform accused of investigation outcome
• Keep a record of complaint, investigation findings and final interview
• Offer employee a witness
After the investigation
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After the investigation
• Clearly outline the consequences of the behaviour recurring
• Schedule follow-up interviews
• Offer support services and allow time for there to be an effect
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Keeping termination records
If employment is terminated, keep record of:
• Manner in which employee was terminated (notice, consent, summarily)
• If notice was provided andhow much
• Name of the person who terminated employment
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The bottom line
Act on the basis of provable facts, not hearsay or suspicions, and be able to
justify every action you take.
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