Guide to Managing Allegations Made against Employees.
Misconduct, sexual harassment, discrimination are some forms of allegations that employers have to deal with at one point of their working period. Unwillingness of the accused to refuse to admit an allegation will make it difficult for the employee to affirm the allegation making the process stressful. To minimise the risk of incurring cost for a legal proceedings, as an employer you need to deal with the problem fully. Dealing properly to an allegation will be effective if you don’t put too much trust on one party by believing one employee is too holy to make false acquisitions or deny. By going this article you will learn effective means of handling allegations made by your employees effectively.
You will need to conduct an investigation when an employee comes to you with claims of allegations, either sexual, discrimination or misconduct. Call the two employees in your office one at a time to explain the situation as it happened. Ask for records such as attendance records and schedules from the employees at the time the allegations were made to obtain relevant information as to whether there was a possibility of an allegation arising. To ensure a fair and just investigation, select other parties different from the accused and accuser closer co-workers to carry out the investigation. Consider hiring experienced investigators if the allegation being complained has been a rising issue made by many employees recently.
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. Its quite likely that the if its true the accused committed an allegation, the chances of issuing threats to the team causing interference to the investigation.
Some serious allegations such as sexual harassment may require the intervention of the authorities as its considered a national offence. Inform the employee of the results of the investigation and that the allegations made are to and to be ready to accept the consequences from your judgement as the employer. You may also seek guidance from a higher rank in your organisation on the better course of action to take. For employees with a high rank, engage the managing board to provide the best disciplinary actions to take.
Finally, ensure to keep some of the allegations made such as sexual harassment and discrimination as confidential while you sort the matter out. For sexual harassment allegations, keeping the allegation confidential is essential to avoid damaging the reputation of both the accuser and accused.