Problems can arise in any workplace and for varying reason. Making sure they’re dealt with fairly and consistently can necessitate a full investigation.
A properly conducted investigation allows employer to fully consider the facts and then make an informed decision on next steps.
- An investigation is a fact-finding exercise to collect all relevant information on the issue
- Investigators should be given clear guidance on what exactly they are required to investigate, and how their findings should be reported
- Whenever possible the investigator should not be personally involved in the issue being investigated
- The investigator should gather and document what the issues of the matter are, consider what evidence may be available and relevant, and how it may be collected.
Templates for conducting investigation proceedings and associated letters, can be provided by Specialist HR Solutions Ltd.
If you have any further questions on the subject matter then please contact Karen Scott on 07762 629 448 or get in touch by clicking here.
Disclaimer: While every effort is made to ensure that the contents of these articles are up-to-date and accurate at the time of publication to the website, no warranty is given to that effect and Specialist HR Solutions Ltd does not assume responsibility for their accuracy and correctness. The articles are provided free of charge and for information purposes only and should not be seen as a substitute for dedicated legal advice.