How do you end a workplace investigation?

Closing out an Internal Investigation: 5 Key Steps

Meet with the Subject and Complainant. The first step in properly closing out an investigation is to conduct meetings with the accused as well as with the complainant.
Document Everything.
Review Communication.
Review Policies.
Make Changes to Prevent Future Incidents.

When do you know who the investigation is about?

When it is known who the investigation is about, share the draft terms of reference with these employees (and if there is someone who has made a complaint that affects them personally eg bullying, then share with them also) and get their feedback. The Terms of Reference document is a roadmap for the investigation.

How to plan an employment New Zealand investigation?

Plan the investigation and draft the terms of reference . When it is known who the investigation is about, share the draft terms of reference with these employees (and if there is someone who has made a complaint that affects them personally eg bullying, then share with them also) and get their feedback.

When to advise an employee of an investigation?

You need to have enough information to feel confident that you have an issue, without effectively undertaking a full investigation before you advise the employee. Usually, once an employer feels that there is an issue to be answered, it is appropriate to put this to the employee and advise that an investigation will be undertaken.

How are workplace investigations conducted in the workplace?

One thing to keep in mind is that the procedures for workplace investigations are not as strictly laid out as they are for police investigations. An employer may conduct an investigation in-house or may hire an outside investigator.

What should you do after a workplace investigation?

And although it may seem that the easiest way to get everyone back to work after an investigation would be to move either the accused or the accuser to another job, employers should be cautious about making such moves. In 2006, the U.S. Supreme Court decided a case involving a reassignment following a workplace investigation.

How should HR set the stage for workplace investigations?

This should put the employee more at ease immediately. If the issue being investigated is a serious one, HR should convey the gravity of the situation by tone of voice, facial expression and choice of words, she said.

What happens when an employer conducts an investigation?

One question before the court was whether the investigation was properly conducted. Ultimately, the court ruled that the investigation (which found evidence of the employee’s wrongdoing) was properly conducted, and that therefore the employer had not treated the fired employee unfairly.

What happens when an investigation ends without a result?

Indeed, an investigation that ends without a visible result can leave residues of rumor, bitterness or anger as the accuser, the accused and their co-workers all return to their jobs the next day. How can HR professionals help heal workplace rifts that developed?