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Effective Means of Handling an Employee Complaint Concerning a Particular Allegation.

Allegations complaints from employees are frequent issues that an employer has to deal with from time to time. 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. You may also end up dismissing a wrong employee just by not being able to investigate properly the allegations made to an employee. Ensure to deal with any allegations made fairly and according to natural justice without favouring any party. The following steps will guide you when managing allegations brought forth by employees.

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. Ask for records such as attendance records and schedules from the employees at the time the allegations were made to obtain relevant information as to whether there was a possibility of an allegation arising. Assure the employee accused that a fair and just investigation will be carried out on their behalf as well as the accuser. 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. Ensure the parties you select to carry out the investigations report to you with the findings as soon as possible when they have completed the investigations to enable you make a decision on the findings. 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.

Some serious allegations such as sexual harassment may require the intervention of the authorities as its considered a national offence. With the facts, you can make the best decision on the right course of action to take if you find out that indeed an allegation was committed. 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.

To avoid choosing sides of the employees especially for a discrimination allegation, keep the complaint secret first until the issue is sorted out. For sexual harassment allegations, keeping the allegation confidential is essential to avoid damaging the reputation of both the accuser and accused.

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