![]() Most Human Resources professionals are well aware of the obligation companies have to conduct timely fact-finding investigations of alleged conflicts and of complaints about behavior that violates company policy such as harassment, discrimination, retaliation, safety and ethics. ![]() I’ve held responsibility for Employee Relations and for Compliance in several roles over the years. Have you ever experienced a similar situation? It happened to me, in fact, on my first day at a new job! You re-promise yourself you’ll do research and create a template and a procedure. You pull out the documentation from the last investigation to use as a guide. You quickly review the company policy on harassment and wish again today that you had a template set up to document the discussions you’ll be conducting. You let your manager know about the complaint and when you’ll begin the investigation. ![]() You’ve just been informed of an employee complaint of workplace harassment by a co-worker, and you’reĬhanging your calendar to make time to conduct an investigation.
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