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Workplace investigations
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- čas přidán 9. 08. 2024
- Workplace investigations can be tricky and intimidating to manage. You have to gather evidence, do it quickly, be mindful of the things you CANNOT ask, consider the balance of evidence, AND remain unbiased during the process.
Then, conceptually, we may want to take a less confrontational approach - but, whatever we do, it must be done consistently. It seems like a lot, but Alexandra Montanaro has advice for us:
0:00 Intro
1:05 Steps in investigations
2:52 Timelines of investigations
3:47 The standard of culpability
4:25 The role of HR versus supervision
5:58 Drivers of investigation process
8:10 Comparing investigations with and without a union
9:00 Pitfalls in the investigation process
10:58 Are investigations outdated?
13:27 Where to learn more
Find me (Andrea) at www.thehrhub.ca. I'm an HR consultant as well as CZcamsr and provide a wide range of consulting support.
Excellent and informative video! This is golden for HR professionals!
I saw this come through on my email and said (out loud) "Aww! Thanks!" So yah! Thanks! I'm glad it was helpful. I did one on credibility assessments which you should watch if you liked this one. Also very helpful. :)
YES! I'll definitely check it out! I also conduct workplace investigations so I'm always willing to learn more and see how other people are doing it. Thanks for responding! :)@@hrhubtalk
Now I feel like I should rewatch this! @@LaviniaLathamJD And I always respond! Except when people are mean. Constructive is OK. Mean... nah. :D
I've been a union Steward for over a decade and have NEVER seen where HR wasn't biased toward the company. I've had to do my own investigations because of how terrible HR did theirs and in each instance HR's results were overturned. HR knows who signs their checks and always sides with the company.
Hi TripleB. They're not always terrible, but I 100% agree... HR knows who signs their checks. It is so hard to 'speak truth to power' when you're the one without power and the result can threaten your financial well-being. Power is a topic I keep coming back to. I'll add that, as a consultant, I haven't done an investigation with a pre-existing client for exactly that reason. I asked someone the question recently (again) about the power imbalances and he gave the best answer I've heard yet. If you're following me it's an interview with Kevin Sansberry. There will be two around toxicity in the workplace - watch for them. So good IMO!
Also I did one with Bob Stenhouse on credibility assessments that might interest you. czcams.com/video/qXiUi0ciI_g/video.html Follow him on LinkedIn too. He has quite informative content!
If a employee is accused of some form of harassment, are they allowed to know who their accuser is?
Hi Seano. It's hard for me to imagine how anyone could investigate without telling the respondent who the complainant is! But let's say that is possible, I don't know for sure. This isn't criminal court with associated consequences so quite possibly not. Maybe a lawyer out there will see this and weigh in!
PRL did multiple superficial investigations with the condonment and blind eye to the Retaliations Hassament that I painfully suffered.
Hi Helen. Sounds miserable. I'm sorry to hear it. :(
What do you do when a investigation comes down to a he said she said result?
Great question. I'm pretty sure I have asked that question in my own training at some point. The answer is a credibility assessment. I hope to do an episode on that sometime soon; however that may be enough to expedite your own immediate research!
Hi Chertoff88. So I took your note to motivate a potential guest. We recorded an episode on credibility assessments to be published in a month or so!? Thanks for the question and prompt!!