Workplace Investigation

An employer’s duty is to take all responsible steps to prevent discrimination, harassment, and other unlawful practices in his organization. He should consider the safety and well being of each and every one of his employees. Navigating the complexities that exist in a workplace will be always challenging and stressful for employers. They should do this still along with their required job. All the employers will receive complaints which can be either true or false on their career. Every employer should be aware of what to do when such a situation arises. Some of the tips for successfully handling such investigations are

  • An investigator should first contact the complainant and know about his side of the story before the alleged wrong doer. In many instances, the investigation may be based on a verbal or hastily written complaint. So one should contact the involved primary parties initially to obtain an accurate framework of the allegations and to find out who else in the organization knows about the truth.
  • Before coming to a conclusion, a good investigator should question or know about the Private Investigator of Melbourne Review from These witnesses include, but are not necessarily limited to current and former co workers, customers or clients, supervisors, managers, corporate personnel and even third parties who may be directly or indirectly involved in a particular incident.
  • Do not call all the witnesses together or try to divide them. It is not a good idea to bring them all together as in such cases the involved parties get sufficient time to think about the issues and respond to the investigator in a different way or manner. Even though the approach of bringing everyone together maybe helpful for an investigator, it does not benefit the affected person
  • Interview the primary parties again and again and provide the alleged wrongdoer an opportunity to respond. The investigator should provide equal time to both the involved parties and also give them an opportunity to correct their statements which may prevent them from subsequent troubles.
  • Ask open ended questions and encourage witnesses to communicate well and tell their stories which can help in arriving at a solution.
  • Tell the witnesses that whatever information they are providing is not entirely confidential and it may be disclosed to the employer to resolve the conflict.
  • Remind witnesses that they should keep the allegations confidential to prevent further troubles.