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. You may also end up dismissing a wrong employee just by not being able to investigate properly the allegations made to an employee. In case of an allegation made against your favourite employee, make sure to deal with the matter fairly and not support one party. The following steps will guide you when managing allegations brought forth by employees.
It is best to carry out a formal inquiry into the complaint to establish the truth of the allegation before taking any measures. Call the two employees in your office one at a time to explain the situation as it happened. Look for contradicting or collaborating versions that will be said when interrogating the two employees. 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. The weight of the allegations should guide you as to whether to suspend the employee for to dismiss the employee for good for a major allegation. Let the accused if found guilty to appear before the management team , so that it can agree on what to do thereon.
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.