Employees are faced with a difficult tasks of having to deal amicably to different forms of allegations that may be brought before the employer. Both the accused and the one claiming to have been harassed may give different accounts of the situation and without any eye witness, handling the allegation can be a little stressful. To minimise the risk of incurring cost for a legal proceedings, as an employer you need to deal with the problem fully. In case of an allegation made against your favourite employee, make sure to deal with the matter fairly and not support one party. As an employee to deal with an allegation swiftly, below tips will be useful to consider.
It is best to carry out a formal inquiry into the complaint to establish the truth of the allegation before taking any measures. You can start obtaining the different accounts of the incident from both parties. To identify contradicting statements by the employees, try an d ask questions like where and what the employees were at the time of the incidence. To ensure a fair and just investigation, select other parties different from the accused and accuser closer co-workers to carry out the investigation. You may hire a private consulting agency at a fee to offer investigating services at your workplace over the frequent allegations being made.
To ensure fair treatment of the complaint, use the procedures set by the organisation to attend and solve any complaints that may arise between the employees. From the findings of the investigations, you can now determine if the evidence is enough to prove form of allegation as was reported. Its quite likely that the if its true the accused committed an allegation, the chances of issuing threats to the team causing interference to the investigation.
Before making any judgement after having obtain the facts regarding the incident matter, do some research to know what your responsibility is as an employer. As the employer you will have to make a decision on what to do with the employee who by facts the employee is considered a culprit of the complaints made against the employee. Don’t be quick to remove the employ from employment, but consider if its a minor allegation that you can just suspend the employee for a few weeks or be fined. Let the accused if found guilty to appear before the management team , so that it can agree on what to do thereon.
Sexual harassment and discrimination allegations are likely to polarize the workplace causing workers to side with either the complaining or accused employee. Ensure that the team you select to carry out an investigation to maintain confidentiality of the incident and the parties involved.