Discover our best tips along with a wealth of essential information on conflict management in the workplace.
Workplace investigations on psychological harassment, sexual harassment, violence or discrimination are amongst the most delicate to conduct. For employers and lawyers who carry out these investigations – or for those whose who confer these mandates through an to external investigators on behalf of their organization or their clients – it is essential to adopt an approach that is rigorous, transparent and which tends to the unique circumstances of the implicated individuals.
Harassment in the workplace is a major issue that demands rigorous and impartial management. To guaranty that the process is equitable, it’s essential to adopt a structured approach and to guarantee the neutrality of the process. For different reasons, using an external investigator can be useful, but it doesn’t prevent that other actions related to the management of the file internally could be complex (temporary measures, communications with the parties, etc.).
