As much as employees wanted perfection in their tasks and work, it is very much inevitable to encounter incidents and accidents within the workplace that could affect the employee’s performance and even the company as a whole. To solve, improve and avoid this instance from happening again in a different situation, this must undergo proper investigation to provide necessary action plans and change of policies that could help the betterment of the company, institution or business establishments in the future. An investigation is the process of searching facts and details through careful examination. This should be properly elaborated through the use of report. In doing this from scratch, you might be having a hard time. To avoid this, our site is offering you ready-made and customizable sample templates that you can choose from. Choose among these templates in which your needs are sufficed, then customize it as your own.
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1. Employee Investigation Report Samples
2. Standard Employee Investigation Report
3. Employee Incident and Investigation Report
4. Employee Accident Investigation Report
5. Printable Employee Investigation Report
6. Basic Employee Investigation Report
7. Professional Employee Investigation Report
8. Employee Investigation Report Format
9. Employee Illness Investigation Report
10. Confidential Employee Investigation Report
11. Editable Employee Investigation Report
Things To Do In Conducting Employee Investigation Report
It may seem too easy for some but investigation needs a lot of protocol and steps that should be considered in conducting one. These are some of the following:
Step 1: Keep Confidentiality
The employer must protect the confidentiality of employee claims to the best of its ability. At the same time, the employer must conduct a prompt and an effective investigation. Therefore, it may not be possible to keep all information gathered in the initial complaint, such as interviews and records, completely confidential. The employer should explain to the complaining party and all individuals involved in the investigation that all information gathered will remain confidential to the extent possible for a thorough investigation. It should also be explained that to conduct an effective investigation, some information will be revealed to the accused and potential witnesses, but that information will be shared only on a “need to know” basis. An employer should never promise absolute confidentiality to any party involved in the investigation.
Step 2: Provide Protection
One of the first considerations may be the need to take immediate measures for the protection of the accuser or the alleged victim. Separating the alleged victim from the accused may be necessary to guard against continued harassment or retaliation. Actions such as a schedule change, transfer or leave of absence may be necessary; however, complainants should not be involuntarily transferred or burdened. These types of actions could appear to be retaliatory and result in a retaliation claim. The employer and the accuser must work together to arrive at an amenable solution. Employers may wish to seek legal advice prior to making any decisions.
Step 3: Select The Investigator
The appropriate investigator should possess all the following:
- An ability to investigate objectively without bias.
- No stake in the outcome. The investigator should not have a personal relationship with the involved parties. The outcome should not directly affect the investigator’s position within the organization.
- Skills that include prior investigative knowledge and working knowledge of employment laws.
- Strong interpersonal skills to build a rapport with the parties involved and to be perceived as neutral and fair.
- Attention to detail.
- The right temperament to conduct interviews.
In addition, the investigator should be able to maintain confidentiality, be respected within the organization (because his or her conclusions will be used to make a determination), have the ability to act as a credible witness and, if internal, have the likelihood of continued employment with the company.
Employers generally use the resources of experienced HR professionals, internal security, legal counsel (inside or outside) or a third-party investigator. There are distinct advantages and disadvantages to each type of investigator that can be selected:
What is an employee investigation?
An investigation is required after an employee files a claim with the Equal Employment Opportunity Commission (EEOC) or a lawsuit alleging employment discrimination, sexual harassment, wrongful termination, defamation or retaliation. When you are not sure, it’s better to conduct a formal investigation immediately.
What triggers a workplace investigation?
Various situations arising in the workplace can trigger the need for an investigation – alleged discrimination or harassment, workplace bullying or abuse, inappropriate use of the internet or social media, theft of company property, fraud, policy breaches, statutory violations, allegations of just cause and so forth.
What is formal investigation in the workplace?
The purpose of the Formal Investigation is to review all the relevant evidence, conclude whether an allegation is upheld and make recommendations, regarding any further action deemed necessary to address any misconduct it may have found; correct the record of research, and/or preserve the academic reputation
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