WHAT HAPPENS IN A WORKPLACE INVESTIGATION
During an investigation, we’ll collect and relevant information and evidence by conducting in-person interviews (where possible) and obtaining relevant documents such as emails, notes, journals, business documents (like rosters, plans, procedures), text messages, photos, computer records, timesheets, and any other relevant material. Site visits may be completed if necessary.
Our first point of call will be to interview the complainant. From there, an effective investigation scope can be determined and the relevant detailed allegations drafted. This is an important step in the process.
As per the investigation plan, all relevant witnesses will be interviewed. The last person to be interviewed will be the subject person (or the ‘respondent’).
All participants in the investigation will be interviewed electronically (that is, audiotaped). In some instances, participants (not being the complainant or the respondent) may be interviewed via videoconference or telephone.
Our investigators are focused on procedural fairness, and afford all participants appropriate legislative and emotional support.
A workplace investigation requires that both parties (the complainant and the respondent) are given procedural fairness. This requires:
- That the employee must be made aware of the allegations raised against them
- That the employee is given sufficient information, time and an opportunity to respond to those allegations
- That the allegations are determined on the evidence alone, without any bias and in an objective and confidential manner.
It is our aim to keep the complainant, respondent and our instructors updated throughout the investigation.