Employees are faced with a difficult tasks of having to deal amicably to different forms of allegations that may be brought before the employer. 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. As an employer, you will need to deal with the allegations properly to avoid the risk of protracted legal proceedings and unfair dismissal claims. 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. To identify contradicting statements by the employees, try an d ask questions like where and what the employees were at the time of the incidence. To ensure a fair and just investigation, select other parties different from the accused and accuser closer co-workers to carry out the investigation. To have experienced personnel investigate the incident, try looking for a registered agency that has good reputation in investigating matters revolving an organisations and mostly employees allegations of assault, sexual harassment and discrimination.
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.
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. 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. 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.
Sexual harassment and discrimination allegations are likely to polarize the workplace causing workers to side with either the complaining or accused employee. For sexual harassment allegations, keeping the allegation confidential is essential to avoid damaging the reputation of both the accuser and accused.