If you are dealing with an employee dispute, suspected misconduct or allegations of harassment and bullying in many cases it may be necessary to hire an external investigator. Utilising the services of an unbiased third party means that you can be sure your investigation will be free from personal conflict and the person in charge of the investigation will be truly impartial.

Employee or management conflicts can be devastating to any organisation and they can end up costing a lot of money in absenteeism and lost productivity as well as creating a stressful environment for co-workers. Many employee disputes and allegations of misconduct come with legal implications so it’s important that any investigations are conducted ethically and lawfully by a skilled professional. If not handled properly, any resolution could be overturned or lead to a lengthy and costly legal battle.

It is in everybody’s best interests to get the best possible outcome when working with an external investigator and there are a few things you can do to help ensure a quick and accurate resolution of the situation. Here are some tips for working effectively with external investigators, for management and employees.

Before the investigation starts

It’s important that everyone is clear about the scope of the investigation, the terms and whether or not there are any conflicts of interest or other issues which could affect the investigator’s ability to carry out their job in an unbiased manner. Make sure it is clear what assistance and support will be required from the agency or organisation including access to administrative records, availability of employees for interview and any other requirements.

Knowing what to expect on both sides will help alleviate stress and misunderstanding and make the process go a lot more smoothly. Although not everything can be predicted, the investigator will probably have some idea how they plan to go about the investigation and it is important that this is communicated to the organisation so that management and the employees involved understand what is likely to happen.

Once the investigation is underway

Good communication is essential at all stages of an investigation and a set of deliverables should be agreed on by both sides so that expectations are clear. It’s a good idea for the investigator and a representative of the agency they are investigating to touch base regularly to ensure any issues are dealt with and the investigation is proceeding as required.

Make sure that the investigator you use provides a full written report of their findings including all the evidence, how it was obtained and the reasoning process involved in reaching their final conclusion. This is an essential part of the process and can protect you in the future if there is a dispute over the final outcome by giving you a written record of exactly what was decided and what evidence was used.

Generally an investigator doesn’t make the final decision but they may make recommendations. Make sure that the person who is in charge of making a final decision, particularly if it involves termination of employment, is aware of the legal and procedural implications involved so as to reduce the chance of further legal action or a decision being overturned.

The more you co-operate and support an external investigator the more likely it is that you will have a quick resolution and be able to put the matter behind you and move on. At Wise Workplace we have experience working with a number of different agencies and investigating a wide range of complaints. Talk to us to find out how we can help you.

Content retrieved from: http://www.wiseworkplace.com.au/_blog/WISE_Blog/post/how-to-work-effectively-with-external-investigators/.