When and How to Launch a Workplace Investigation

Workplace investigations are one of those things you wished you never had to undertake, nevertheless, once you are aware of the need for an investigation, it must be addressed as fast as possible.

A workplace investigation can help you to identify and address problems, protect your employees, and comply with the law. However, conducting a workplace investigation can be a complex and challenging process. It is important to follow the right steps to ensure that the investigation is fair and impartial.

In this blog post, we will discuss when to launch a workplace investigation, how to conduct one, and what to do after the investigation is complete.

When to Launch a Workplace Investigation

There are a number of reasons why you might need to launch a workplace investigation. Some of the most common reasons for a workplace investigation include:

  1. Complaints of harassment, discrimination, or bullying. Should an employee complain that they have been harassed, discriminated against, or bullied, you need to investigate the matter promptly. Failure to do so could expose you to legal liability.
  2. Safety concerns. If you have concerns about the safety of your employees, such as if there have been threats of violence or if there is a pattern of accidents, you may need to launch an investigation.
  3. Financial irregularities. If you suspect that there have been financial irregularities, such as embezzlement or fraud, you need to investigate the matter.
  4. Policy violations. If you have a policy that prohibits certain types of behaviour, such as drug use or alcohol abuse, and you suspect that an employee has violated the policy, you may need to launch an investigation.

How to Conduct a Workplace Investigation

If you need to conduct a workplace investigation, there are a number of steps that you should follow. These steps include:

  1. Gather information. The first step is to gather as much information as possible about the alleged incident. This information can come from a variety of sources, including the employee who made the complaint, witnesses, and any relevant documents.
  2. Interview witnesses. Once you have gathered some information, you will need to interview witnesses. This includes the employee who made the complaint, as well as any other employees who may have knowledge of the incident.
  3. Gather physical evidence. If there is any physical evidence related to the incident, such as emails, text messages, or video footage, you will need to gather it.
  4. Conduct a neutral and impartial investigation. It is important to conduct a neutral and impartial investigation. This means that you should avoid making any assumptions about the guilt or innocence of the accused employee.
  5. Reach a conclusion. Once you have gathered all of the information, you will need to reach a conclusion about what happened. This conclusion should be based on the evidence and should be free from bias.
  6. Take appropriate action. Once you have reached a conclusion, you will need to take appropriate action. This may include taking disciplinary action against the accused employee, providing counselling to the employee who made the complaint, or implementing new policies or procedures to prevent similar incidents from happening in the future.

What to Do After the Investigation is Complete

Once the investigation is complete, it is important to follow up with the employee who made the complaint and the accused employee. This includes providing them with a copy of the investigation report and explaining the outcome of the investigation. It is also important to take steps to prevent similar incidents from happening in the future. This may include providing training to employees on workplace harassment, discrimination, and bullying.

Not Sure Whether to Conduct a Workplace Investigation Internally.

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At Jolasers, we understand the importance of conducting thorough and unbiased workplace investigations. Our team of experienced investigators are highly trained in all aspects of workplace investigations, including harassment, discrimination, and misconduct.

We pride ourselves on our attention to detail and our commitment to providing our clients with comprehensive and accurate reports. Our investigations are conducted with the utmost professionalism and confidentiality, ensuring that your organization’s reputation is protected.

At Jolasers, we are dedicated to providing our clients with the highest level of service and support. We understand that workplace investigations can be a sensitive and complex issue, and we are here to guide you through the process every step of the way.

Don’t leave your organization’s reputation and integrity to chance. Contact Jolasers today on 0418 101 164 to learn more about how we can help you with your workplace investigations.

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