No matter what precautions you take to try and safeguard your company and your employees from discrimination and harassment, allegations can still arise.
When an employee complains, you must ensure that the inquiries you make are conducted properly. Despite your best efforts, it can be challenging to understand exactly what should be included in an investigation and how to do it in a way that will legally protect you. Here are some steps you can take in response to an employee complaint.
Speak with all parties involved
Get as many eyewitness accounts of the specific event in question as you can. Talking to the employee who filed the complaint first can help you learn as much as you can about the specifics of what they say happened. Take notes so you have them to refer to when you hear the accused person’s version of the story and that of anyone else who might have witnessed or heard something.
Get everything on the record
This involves keeping track of all the interviews you’ve conducted during your investigation and recording every step you’ve done. If the employee claims that the interview was unfairly conducted or that there were other things you could have done, having this information will be crucial.
Employees need to feel confident that they can approach you without worrying about retaliation or reprisals. Keep an open mind and be courteous to everyone engaged. This means holding off on making any decisions or judgments until the investigation is over.
Handling employee complaints can be difficult and emotive. Seeking some experienced assistance can make the process easier while also making sure you’re protected legally.