With employees increasingly raising concerns or complaints to their employers, it is vitally important that organizations have a written policy & process in place stating:
- How employees are to do so
- To whom concerns/complaints are to be brought, including what to do when the complaint is about their immediate supervisor/manager
- What will happen following the complaint’s being raised
- Employee protection against retaliation
In addition to having a written policy & process, organizations need to know how to conduct an investigation into an employee concern or complaint. This is especially true when it is related to a violation of employee rights or government regulations, such as:
- Discrimination on the basis of one of the protected employee classes
- Sexual harassment
- Non-compliance with the Wage & Hour Act (aka the Fair Labor Standards Act)
Common & costly investigation mistakes include:
- Ignoring the complaint & thus not conducting an investigation
- Delaying the investigation’s start
- Failing to identify the purpose & scope of the investigation, including answering the following questions as part of the investigation action plan:
- Who will conduct the investigation
Is the subject such than an outside party such as the organization’s employment attorney or its HR consulting firm should be involved
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- What will be investigated
- What information or evidence is needed
- Who will be interviewed & in what sequence
- Not be thorough enough
- Not maintaining objectivity
- The purpose IS NOT to assume nothing wrong occurred or to exonerate the organization without a basis for doing so
- Failing to reach a conclusion
- Not preparing a written report
- Failing to communicate with those involved, particularly the complaining employee
If your organization needs help with Employee or Labor Relations, Trinity’s Team of experienced Consultants can provide assistance expertly and economically.
- For more information, e mail Trinity at info@TrinityHR.net or visit our website at www.TrinityHR.net.