Employees are faced with a difficult tasks of having to deal amicably to different forms of allegations that may be brought before the employer. Both the accused and the one claiming to have been harassed may give different accounts of the situation and without any eye witness, handling the allegation can be a little 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. By going this article you will learn effective means of handling allegations made by your employees effectively.
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. Call the two employees in your office one at a time to explain the situation as it happened. Ask for records such as attendance records and schedules from the employees at the time the allegations were made to obtain relevant information as to whether there was a possibility of an allegation arising. 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.
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. Ensure the parties you select to carry out the investigations report to you with the findings as soon as possible when they have completed the investigations to enable you make a decision on the findings. 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.
Some serious allegations such as sexual harassment may require the intervention of the authorities as its considered a national offence. As the employer you will have to make a decision on what to do with the employee who by facts the employee is considered a culprit of the complaints made against the employee. 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.
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.