Workplace Investigations
Putting the pieces together
-
Grievance
-
Discrimination
-
Discipline & Dismissal
-
Bullying & Harassment
Undertaking
your investigations
Training
your investigators
What is a 'reasonable' investigation?
If your Disciplinary Investigation falls short of the mark, you will be in hot water in the Employment Tribunal.
If it is not reasonable, it will not be credible and reliable. It will be open to attack - which can seriously undermine your prospects of success. It can strike down your Tribunal case.
More than this, it will disappoint and demotivate your employees and make matters worse, rather than helping people to build bridges, mend fences and move on.
With a legal background and 'coach approach' I'm well placed to assist you and have undertaken a number of investigations - including into misconduct and bullying and harassment.
As Investigating Officer I will attend Disciplinary Hearings and Employment Tribunal hearings where required.
As a Barrister, you can imagine that I will be ready to support and defend my views and investigations, with evidence. That will give you confidence in my investigation.
Workplace Investigations Training
I've designed and delivered training on conducting workplace investigations as well as Grievance, Disciplinary and Appeal Hearings.
Do you know how to evaluate evidence, decide what happens when the evidence conflicts and how to decide when it's a balance - 'He said, She said'?
Reassurance and advice to minimise poor outcomes
In an area where most managers either lack experience or only have to undertake investigations rarely (and the consequences can be extremely serious), having both the knowledge and confidence in your understanding is key to performing this competently.
This training provided reassurance and advice on how to conduct these proceedings in a professional manner whilst minimising poor outcomes. It has reassured me that I'm following correct procedures when making decisions.
Senior Civil Service Manager
Scott was very engaging and has an impressive grasp of his subject
Scott's knowledge and experience is excellent. He welcomes any questions and is happy to talk through all related topics.
Having access to someone with so much relevant expertise and the ability to communicate key concepts in a clear and simple way is invaluable.
I found out what I didn't know and was quite alarmed at this. Eye opener. Having a workbook to refer back to is brilliant.
Senior Civil Service Manager
Common investigation mistakes include:
-
The Wrong Person - if the Investigating Officer is too close to the case, or appears to be involved, then their conclusions will be unacceptable. The appearance of neutrality can be as important as neutrality itself
-
Lack of Expertise - the Investigating Officer must be good with details and evidence-gathering, with probing and challenging questions as well as the courage to ask them
-
Poor People Skills - it is essential that the Investigating Officer can quickly establish rapport, put witnesses at ease and build trust yet without compromising on the need to ask the difficult questions and get to the root of the issue
-
Poor Reporting - the Investigating Officer must write a clear, understandable and thorough report of a fair and balanced investigation so that the conclusions reached are supported by the evidence