Working in HR means you have likely seen your fair share of employee misconduct. In fact, most Human Resources professionals will manage several serious inquiries throughout their careers.
The numbers are increasing. As regulations tighten and employees become more aware of their rights, the demand for rigorous Melbourne workplace investigations is rising.
In this guide, we share everything you need to know about preventing these issues before they start, and what to do when an investigation becomes unavoidable.
What is an Employee Investigation?
An employee investigation is a thorough, impartial inquiry into suspicious, unethical, or illegal activity within a company.
The goal is never just to “punish.” The goal is to reveal the truth so the company can take appropriate, defensible action. These investigations typically arise from:
- Allegations of fraud or theft.
- Serious breaches of safety policy.
- Complaints of bullying or harassment.
The Role of HR: Prevention First
HR plays the central role in prevention. The most effective way to avoid the stress of an investigation is to create a workplace culture where rules are respected.
When you foster open communication, employees feel comfortable reporting small issues before they spiral into major violations. A culture of silence is a breeding ground for misconduct.
HR’s Role During an Investigation
When prevention fails, HR must step up. You are the guardian of the process.
Just like a detective, you must ensure no stone is left unturned. However, unlike a TV crime show, your focus is on procedural fairness. You must ensure:
- The accused knows the specific allegations.
- They have a genuine chance to respond.
- The decision is based on evidence, not bias.
For complex cases, especially those involving senior leaders, many Melbourne companies choose to engage external experts for a Melbourne HR investigation to ensure total impartiality.
4 Strategies to Avoid Investigations
1. Build a Supportive Culture
Proactively address toxicity. If a manager is aggressive, coach them immediately. Do not wait for a formal bullying complaint to land on your desk.
2. Make Policies Accessible
Policies are useless if they are hidden in a dusty folder on the intranet. If employees don’t know the rules, they will break them. Ensure your Code of Conduct is easy to find, easy to read, and regularly discussed.
3. Regular Reviews
The world changes fast. A social media policy from 2018 is likely useless today. regularly review your policies to ensure they cover modern risks like remote work and digital harassment.
4. Hire the Right People
Prevention starts at recruitment. A rigorous vetting process can screen out individuals with a history of misconduct. It is far easier to not hire a toxic employee than it is to fire them later.
Conclusion
Employee investigations are a challenge that comes with the territory of HR. They are often unavoidable, but they do not have to be unmanageable.
By taking preventative action and hiring rigorously, you can reduce the risk. And when an issue does arise, handling it with procedural fairness protects your company’s future.
Resource: VPSC Guide: Managing Poor Behaviour in the Workplace
Need Investigation Support in Melbourne?
Jolasers provides independent investigation services for HR teams across Victoria.
Telephone: 0418 101 164 (Stephen Oliver)
Service Areas:
Melbourne Investigations | Melbourne HR Support
Common Questions
When should HR step back?
HR should engage an external investigator if there is a conflict of interest (e.g., the accused is a close friend or senior leader) or if the HR team lacks the capacity to investigate promptly.
How do we prove misconduct?
The standard of proof is the ‘Balance of Probabilities.’ You must gather enough evidence to show it is more likely than not that the misconduct occurred.
Can we suspend an employee?
Yes, usually on full pay, if their presence poses a risk to the investigation or the safety of others. Check their employment contract first.