Prevent Workplace Violence. Pt. 2. Better Internal Investigations
Workplace violence is preventable. Especially when the source of that violence is an employee of the organization. 91% of small and mid-sized businesses believe workplace violence can happen to any business and industry.
In this post we'll cover why creating an employee complaint process and internal investigation process that instills confidence in your staff is one of the most effective ways to prevent workplace violence. Watch the video to learn more.
- A confidential complaint process in which staff can describe and document instances of workplace bullying and other forms of harassment helps to begin the process for internal investigations to be effect.
- Once the complaint is received, you'll want to review the complaint, and then conduct an interview with the complainant. Make sure to provide a copy of your policy regarding confidentiality and retaliation prohibition to the complainant. And make sure to ask if there is anyone else you should talk to about the incidents under investigation.
- Don't have one? Make sure to create one. Anyone who participates in an investigation, whether as complainant, respondent, or witness must be protected from retaliation for that participation. In addition, for an investigation to work, it must be conducted with confidentiality. Parties involved in the investigation must be told to keep their involvement confidential.
- After the complainant, you'll want to interview the respondent. Provide a copy of the confidentiality policy and retaliation prohibition policy. Make sure to ask if there is anyone you should speak with regarding the incidents.
- Interview the witnesses identified by the complainant, and the respondent, and any that are identified by other witnesses.
- Review personnel files looking for previous complaints and any disciplinary action.
- Prepare a report that includes summaries of interviews, and an analysis item by item of the complaints raised by the complainant. Make determinations as to whether they can be substantiated, and include credibility assessments as needed. Also in the summary report, identify witnesses by a number, rather than by their name.
- Meet with the complainant to go over the results of the investigation.
- Meet with the respondent to go over the results of the investigation.
- Based upon the investigation and the findings make a determination as to any discipline or corrective actions that should be taken.
If you follow this structure for handling complaints and internal investigations you'll go a long ways towards instilling confidence in your investigation process.
Ready to start reducing your organization's risk of workplace violence? Download my free guide by clicking here.
