Workplace investigations have become necessary these days to resolve disputes or employee complaints. An investigation that is aptly conducted in accordance with the rules can help employers to understand the nuances of a dispute better and mitigate the risks of subsequent litigation. These are conducted these days in almost all the private companies to prevent risks of future litigations which may cost them a lot of time and money. Employers must treat every employee equally irrespective of their designation and decide whether to investigate the situation or if further investigation is required to address a situation .If an employee reports a potential policy breach or unlawful behaviour, in such cases, investigation needs to be conducted in the interest of human rights.
The employer should in such cases appoint an Private Investigator Melbourne who is impartial or who is reasonably perceived to be impartial among his employees. The investigator who is appointed should conduct the investigation with an open mind and should base his decisions only on relevant and credible evidence. The person appointed to conduct the workplace investigation should be patient enough to not jump to conclusions before the commencement of the investigation. He should follow this even if the evidence appears to be in favour of one’s version of the event.
The employer should take care and appoint a workplace investigator who has a high level of familiarity with the said organization’s policies and procedures. He should apply the principle of natural justice to ensure a fair process for every one present in the investigation. He should prepare for investigation interviews. He should interview or question complainants, respondents and any other witnesses. He should recommend policies that can aid resolution. Communication and engagement with relevant parties throughout the investigation process, with respect to confidentiality requirements is expected out of the workplace investigator and he should record each and every process for further reference. These can also serve as evidence in a court of law.
The need for a workplace investigator’s impartiality does not necessarily mean that an employer should appoint an external party to perform investigation .Internal investigators who do not have any significant involvement in the incident and those who are not familiar with the affected employees or those who have no particular interest in the outcome can be also appointed. The appointment should be done by the employer by assessing the time and cost required to perform the investigation and after deciding whether the investigation is worth it.