There's been Increase in number of investigations due to a rise in disputes between employers and employees, and we've noticed that investigations into disciplinary, grievance and whistleblowing allegations are getting more complicated.
Here are some of our top tips to know when dealing with them:
Making assessments - Grievance? Grumble? Whistleblowing? In grievances the investigation is sometimes launched before the claim is even assessed therefore grievances need pre-assessments Grievances are sometimes labelled as whistle-blowers when they are not - this would require different management and processes
Choose your investigator wisely - has the investigator got the right skills? Has the investigator got the time?
The investigation report - sets out and goes through each allegation (finding the facts). The report/s and drafts are disclosable.
Ensure that all allegations are dealt with - allegations must not be lumped together
Keep everything factual - if there is no factual evidence then the allegations will not be proven
All paperwork is disclosable - do not guarantee anonymity to anyone
