Employees are faced with a difficult tasks of having to deal amicably to different forms of allegations that may be brought before the employer. Unwillingness of the accused to refuse to admit an allegation will make it difficult for the employee to affirm the allegation making the process stressful. You may also end up dismissing a wrong employee just by not being able to investigate properly the allegations made to an employee. In case of an allegation made against your favourite employee, make sure to deal with the matter fairly and not support one party. As an employee to deal with an allegation swiftly, below tips will be useful to consider.
You will need to conduct an investigation when an employee comes to you with claims of allegations, either sexual, discrimination or misconduct. In case of a witness, you should also obtain information of how the incident happened from the witness perspective. Look for contradicting or collaborating versions that will be said when interrogating the two employees. To ensure a fair and just investigation, select other parties different from the accused and accuser closer co-workers to carry out the investigation. To have experienced personnel investigate the incident, try looking for a registered agency that has good reputation in investigating matters revolving an organisations and mostly employees allegations of assault, sexual harassment and discrimination.
To ensure fair treatment of the complaint, use the procedures set by the organisation to attend and solve any complaints that may arise between the employees. From the findings of the investigations, you can now determine if the evidence is enough to prove form of allegation as was reported. Its quite likely that the if its true the accused committed an allegation, the chances of issuing threats to the team causing interference to the investigation.
Don’t be quick to dismiss culprits or suspend an employee for a period of time as the consequence of the allegation since some may have server punishment under the national law. Inform the employee of the results of the investigation and that the allegations made are to and to be ready to accept the consequences from your judgement as the employer. Don’t be quick to remove the employ from employment, but consider if its a minor allegation that you can just suspend the employee for a few weeks or be fined. For employees with a high rank, engage the managing board to provide the best disciplinary actions to take.
To avoid choosing sides of the employees especially for a discrimination allegation, keep the complaint secret first until the issue is sorted out. You may damage the reputation of an accused of having committed sexual harassment when you leak the complaint to other employees and the final facts after investigations don’t find the employee guilty.