First, understand that while not everything is a grievance or complaint, employees should be comfortable coming to HR or any manager with any concerns at work so that we can improve retention and engagement of our most valuable resource: employees. Second, understand that conducting a proper workplace investigation will ensure you can fully understand and manage the situation. Failing to do so could leave your organization vulnerable to large legal settlements from lawsuits.
Learning Objectives Covered During This Session:
- Review why legal considerations must be a priority
- Review employee rights as well as the general concept of respect and trust
- Review common employee complaints that may warrant an investigation
- Understand how to help mitigate the legal risk through swift action and documentation
Interpersonal conflicts at work happen and are unavoidable. This is not always a bad thing as conflict brings change. However, HR and managers should know how to conduct a proper workplace investigation when necessary. The key word is “proper”. Why? The investigation itself (or the actions taken resulting from the investigation) could become grounds for a discrimination, harassment, or retaliation claim if it is not handled with proper diligence and care.