Best Practice: Employee Investigations - Recorded July 10, 2009
Human Resources Investigations - Best Practices
Additional Resources
- The Essential Guide to Workplace Investigations: How to Handle Employee Complaints & Problems (Amazon.com)
- Webinar - Human Resources Record Keeping Tips and Techniques
Question and Answer
A: There are training options available, if you elect to take a session we encourage you to make sure you are working with an established company. As Kevin mentioned if you would like for The Payroll Company HR to conduct a training please send an email to Kevinp@payrollcompany.biz
Q: Is it recommended to bring another impartial party into the interview as a witness?
A: In some cases it may be required to have a second person, like a union contract. You can have an additional person in the room so long as they aren't taking the role of a second investigator. Whenever there are additional people in the room be very clear on what their role and purpose is for being there.
Q: If it comes to disciplining the emoyee for harassment, do you speak to the specific wrongdoing, or call if unprofessional conduct?
A: It is best to speak directly to the wrongdoing.
