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. You may also end up dismissing a wrong employee just by not being able to investigate properly the allegations made to an employee. Ensure to deal with any allegations made fairly and according to natural justice without favouring any party. The following steps will guide you when managing allegations brought forth by employees.
You will need to conduct an investigation when an employee comes to you with claims of allegations, either sexual, discrimination or misconduct. You can start obtaining the different accounts of the incident from both parties. Look for contradicting or collaborating versions that will be said when interrogating the two employees. Since you wouldn’t want to lean much on a particular party, you should guarantee both parties that a fair investigation will be done to ascertain the truth in the allegations made. You may hire a private consulting agency at a fee to offer investigating services at your workplace over the frequent allegations being made.
Most organisation have policy documents that illustrate procedures to be taken during certain events, use the document and follow the guidelines on dealing with employees complaints. You will have to make a decision as to whether the allegations were true by ensuring the team you select to carry out the investigation will definitely manage to collect relevant findings that you will use to make a decision. To ensure the team conducts a clean investigation free from interference, you may dismiss the two employees for the period of investigation after collecting their accounts regarding the incident.
Don’t be quick to dismiss culprits or suspend an employee for a period of time as the consequence of the allegation since some may have server punishment under the national law. 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. Let the accused if found guilty to appear before the management team , so that it can agree on what to do thereon.
Finally, ensure to keep some of the allegations made such as sexual harassment and discrimination as confidential while you sort the matter out. Ensure that the team you select to carry out an investigation to maintain confidentiality of the incident and the parties involved.