Circumstances could arise where an investigation needs to take place into the conduct of one of your employees. Or in respect of a complaint made by one of your staff.
- You may have to investigate the behaviours or conduct of an employee to decide whether disciplinary proceedings are warranted.
- Someone may have raised a complaint against a colleague or client of improper conduct. Perhaps about bullying, harassment or discrimination.
Proceed without a proper investigation and your problems could be magnified.
It is well worth you reading the excellent guides and briefings published by ACAS, to understand how you should handle such difficult situations.
Do you really have the time to conduct a sufficiently thorough investigation? One that will be accepted by all parties as being sufficiently impartial and independent? And even if you do, how are you to meet ACAS’s requirements that any subsequent hearing should ideally be held by someone not previously involved in the matter?
WRS can help. We can guarantee a full, fair and – most importantly – credible investigation that should leave everyone satisfied that their concerns have been given full consideration.