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. You may also end up dismissing a wrong employee just by not being able to investigate properly the allegations made to an employee. 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. As an employee to deal with an allegation swiftly, below tips will be useful to consider.
Allegations are a serious offence and you wouldn’t want to jump into dismissing an employee or taking disciplinary measures to the employee without having proof the allegations are true. You can start obtaining the different accounts of the incident from both parties. 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. Since you wouldn’t want to lean much on a particular party, you should guarantee both parties that a fair investigation will be done to ascertain the truth in the allegations made. 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.
To ensure fair treatment of the complaint, use the procedures set by the organisation to attend and solve any complaints that may arise between the employees. 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. The culprit employee may interfere with the investigation, thus best if you give both the employees a day off.
Before making any judgement after having obtain the facts regarding the incident matter, do some research to know what your responsibility is as an employer. 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. Also, you may have to meet with the board to decide the actions to take for a higher ranked employees.
To avoid choosing sides of the employees especially for a discrimination allegation, keep the complaint secret first until the issue is sorted out. For sexual harassment allegations, keeping the allegation confidential is essential to avoid damaging the reputation of both the accuser and accused.