How to Investigate Issues at Work

If you are experiencing problems at work, it's time to investigate. There are many ways to investigate workplace issues. Internal investigators are a common choice, but they are not as regulated as police investigations. However, they can help you identify violations of policy or corporate rules. Here's how to start your investigation. First, collect as much information as you can about the problem and related materials. Next, decide what steps you need to take to address the problem.

Investigations are conducted by internal investigators

Internal investigators at work perform an investigation for several reasons. First, these investigators must determine whether the allegations are credible, and if so, they must tie the facts together in a meaningful way. They may be asked to recommend action if the facts point to possible wrongdoing. Second, investigations are important for preventing unforced harm to companies. In addition, they may help establish good corporate governance in the post-Enron era.

Ultimately, the purpose of an investigation is to determine the truth behind allegations of misconduct within a workplace. Once the truth is revealed, appropriate action can be taken. Companies may launch investigations in response to threats of lawsuits or settlement demands or to determine whether there is a good reason for the allegations. But whatever the reason, internal investigations are important to the success of the company. But if you're considering conducting one, here are some things to consider:

First, internal investigators at work must determine whether any interim action should be taken until the investigation is complete. Suspension of a worker may be justified when it involves violence. However, the company must consider the health of its employees, the welfare of its property, and its own integrity. An investigation conducted in the absence of such concerns may send a signal that a complaint will be treated with severity.

Lastly, the scope and breadth of the investigation are important. Internal investigations can be focused on a single discrete incident or a series of acts that occurred over a long period of time. The complainant may provide a laundry list of problems. An investigation of a specific instance needs to consider the scope and breadth of the misconduct, relevant laws, and witness and document records. If interviews are required, the investigators should conduct them in the office and not outside the company.

They are not as strictly regulated as police investigations

Investigations of misconduct at work can be as similar to criminal justice investigations as they are to police investigations. For example, if a worker has been accused of sexual harassment, the evidence gathered during the investigation could be enough to convict them. However, in a workplace investigation, the evidence is not as regulated as it is in the criminal justice system. The findings of a workplace investigation may reveal highly personal and embarrassing information about the individual under investigation. Therefore, it is imperative that the investigation remain confidential.

The methods and scope of workplace investigations vary widely. Most investigators at work focus on identifying systemic problems and failures and delegating individual cases to police. However, in some countries, if the organization has no independent investigative mechanisms in place, inspectorates may take over investigation of serious violations, especially involving senior management. Often, the results of an investigation will influence executive decisions and in some centralized countries, this power extends to the chief of police.

Nevertheless, investigators need to be aware of mental health issues and keep an eye on their co-workers. If an investigator is under a stressful situation, the supervisor should set up guidelines to help them deal with it. These guidelines are especially important in law enforcement investigations involving child pornography. Because most moving images include audio, investigators must be cautious about ignoring audio or video evidence.

Although there are many different ways to conduct workplace investigations, the regulations are not nearly as strict. Employers can conduct investigations in-house or hire an outside investigator. Union members must follow special procedures as well. The main thing is to conduct the investigation in good faith. Make sure to take notes that are accurate and relevant to the investigation. That way, it can serve as a basis for defending the company.

They are more efficient

An investigation of an issue at work is more effective if it's conducted by a human resources representative. While every investigation is unique, following certain principles can help ensure a fair outcome. In some cases, the investigation is conducted by the human resources representative, while in other cases the outside investigator is brought in. In either case, the investigation is a more efficient use of the human resources professional's time. Let's take a look at the process.

They can identify violations of company policy

Code of conduct violations at work can occur when employees, members of the profession, and other employees don't follow the rules and regulations laid out in the written company policy. While these violations may be obvious, they should not be overlooked. Learning the policy in detail and how to handle any allegations of misconduct is crucial for employees and employers alike. The following are some common behaviors to be aware of. You may even be able to catch the offender before it is too late.

To identify a policy violation, a company should conduct a private meeting with the offender. If possible, the meeting should include a third-party witness. The employer should spell out the policy violation and emphasize the possible adverse impact on the company. If the employee has an explanation for the behavior, let them know that the explanation will influence the company's decision regarding the discipline. In some cases, a warning may not be sufficient.

They can protect employers from retaliation

Federal and state laws prohibit retaliation. Title VII of the Civil Rights Act of 1964, the Age Discrimination in Employment Act of 1967, the Equal Pay Act of 1978, and the Genetic Information Nondiscrimination Act of 2008 all prohibit retaliation. Additionally, the Immigration Reform and Control Act of 1986 prohibits retaliation. These laws protect employees, applicants, and former employees. Fortunately, employers can avoid retaliation in many cases.

If you suspect retaliation at work, the first step is to document any incidents and make sure you keep records of good performance and historical information. Document all alleged retaliatory actions and ask the employer to refrain from them in the future. Also, try to dig up any historical information related to the conduct before the complaint. If it was motivated by a fear of retaliation, it may be hard to prove.

Retaliation at work may include negative job actions and subtle actions. Retaliation is illegal if the adverse action would prevent a reasonable person from complaining. Moreover, age discrimination prohibits dismissal in retaliation. A violation of age discrimination laws could result in fines of $50 to $200 per violation. Fortunately, there are many ways to protect employers from retaliation when investigating issues at work.

Another way to protect yourself against retaliation is to read and understand the laws surrounding discrimination and reporting. The Fair Employment and Housing Act (FEHA) and the California Labor Code (SS1102.5) protect employees against retaliation for reporting wrongful activities. The Whistleblower Protection Enhancement Act protects federal employees from retaliation.