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1/08/2018 12:32 am  #1


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Many different problems can cause an employer to start an investigation http://www.hockeybluesteamshop.com/Blues-Jaden-Schwartz-Adidas-Jersey/ , and not every investigation necessarily fits the popular profile of interrogations, witnesses under harsh lights, and long, drawn-out detective work. Here are some common reasons why companies investigate employees or situations:

1. attitude problems
2. substance abuse
3. discrimination complaints
4. harassment complaints
5. threats against others
6. vandalism and other sabotage
7. violations of work rules
8. safety problems
9. workplace theft

Naturally, each type of problem demands its own methods of investigation. However, certain common threads run through each type of investigation situation. The investigator must be knowledgeable about state and federal employment laws; must uphold the privacy rights of employees and others; must conduct a thorough investigation http://www.hockeybluesteamshop.com/Blues-Doug-Gilmour-Adidas-Jersey/ , but without letting it drag on too long; must be objective; and must keep his or her mind on the ultimate goal of any investigation, i.e., discovering the underlying reasons for the problem so that management can take corrective action. In essence, investigations are just a tool for management to use in analyzing the reasons for problems or gathering data to make management decisions.

You should almost always investigate an allegation of workplace misconduct. Exceptions might be when the allegations are very minor, such as an innocuous joke not targeted at any particular individual or when the accused admits to the conduct right away. In the latter case, it is appropriate to skip right to taking suitable disciplinary action.
Keep in mind that the obligation to investigate arises whenever you learn about a claim of wrongdoing. This includes formal and informal complaints http://www.hockeybluesteamshop.com/Blues-Colton-Parayko-Adidas-Jersey/ , information obtained during exit interviews, anonymous tips, rumors, third-party information and other means that bring the matter to your attention.

You should collect evidence and interview witnesses; ask for relevant information or witnesses. Investigate as soon as you can. Speak to witnesses before they forget and think whether evidence needs to be secured quickly (eg. emails that might be auto-deleted or CCTV that might be wiped).
Always investigate enough to know all the facts, even if they seem obvious, and to clearly explain to the accused employee exactly what you think they have done. But don’t go on “fishing expeditions”. Keep the investigation confidential and don’t imply anyone’s guilt through your words or actions.

If possible http://www.hockeybluesteamshop.com/Blues-Chris-Pronger-Adidas-Jersey/ , have a different person conduct the investigation from the person who’ll decide on the disciplinary action.

Don’t invade anyone’s privacy. So, except in extreme circumstances, there should be no hidden surveillance. Don’t read personal documents or emails and don’t break data protection rules
Sometimes it helps to ask the accused employee questions but make it clear that any investigatory interview is not a disciplinary hearing. The employee can respond to the allegations later.
Seca strives to ensure compliance with guiding regulatory frameworks and conduct all activities in an environment of ethical behavior, Private Investigations, security of information, protection of privacy http://www.hockeybluesteamshop.com/Blues-Carter-Hutton-Adidas-Jersey/ , Surveillance Investigator, and quality assurance of deliverables.
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