Guide to Managing Allegations Made against Employees.
Misconduct, sexual harassment, discrimination are some forms of allegations that employers have to deal with at one point of their working period. These allegations may be stressful, unpleasant and disruptive to handle by the employer. To minimise the risk of incurring cost for a legal proceedings, as an employer you need to deal with the problem fully. In case of an allegation made against your favourite employee, make sure to deal with the matter fairly and not support one party. By going this article you will learn effective means of handling allegations made by your employees effectively.
It is best to carry out a formal inquiry into the complaint to establish the truth of the allegation before taking any measures. In case of a witness, you should also obtain information of how the incident happened from the witness perspective. Ask for records such as attendance records and schedules from the employees at the time the allegations were made to obtain relevant information as to whether there was a possibility of an allegation arising. To ensure a fair and just investigation, select other parties different from the accused and accuser closer co-workers to carry out the investigation. To have experienced personnel investigate the incident, try looking for a registered agency that has good reputation in investigating matters revolving an organisations and mostly employees allegations of assault, sexual harassment and discrimination.
To ensure fair treatment of the complaint, use the procedures set by the organisation to attend and solve any complaints that may arise between the employees. From the findings of the investigations, you can now determine if the evidence is enough to prove form of allegation as was reported. Its quite likely that the if its true the accused committed an allegation, the chances of issuing threats to the team causing interference to the investigation.
Before making any judgement after having obtain the facts regarding the incident matter, do some research to know what your responsibility is as an employer. As the employer you will have to make a decision on what to do with the employee who by facts the employee is considered a culprit of the complaints made against the employee. Don’t be quick to remove the employ from employment, but consider if its a minor allegation that you can just suspend the employee for a few weeks or be fined. For employees with a high rank, engage the managing board to provide the best disciplinary actions to take.
Finally, ensure to keep some of the allegations made such as sexual harassment and discrimination as confidential while you sort the matter out. You may damage the reputation of an accused of having committed sexual harassment when you leak the complaint to other employees and the final facts after investigations don’t find the employee guilty.