An investigation may be conducted in various disciplinary contexts, notably cases of psychological or sexual harassment, discrimination, disciplinary misconduct, professional misconduct, ethical, violence, incivility, abuse of power and weak governance.
When an investigation is required, it is paramount that it be conducted tho-roughly, employing a consistent, neutral, and ethical process that ensures an equitable fact-finding outcome and that conforms to the relevant laws and regulations.
Neutra may conduct an internal investigation and provide insight on best practices should you wish to proceed to the investigation yourself.
An investigation is necessary to establish the facts surrounding the allegations that impact the workplace and that may potentially involve breaches of the employers’ policies, standards, ethics or legal obligations. It allows the employer to make an informed decision regarding which administrative or disciplinary measures are appropriate to implement in response to the findings and if necessary, notifies the employer of problematic circumstances that may warrant intervention.
While an employer has the option in some cases to conduct an internal investigation himself, it may be necessary or more appropriate to utilize the services of an external investigator who possesses the required experience, expertise, independence, and impartiality. The involvement of a third party is of particular importance when there is a conflict of interest or the appearance of a conflict of interest, notably in smaller businesses, family-owned businesses, non-profit organizations, or when the alleged misconduct surrounds individuals that occupy a position of power within the company such as management or human resources or if these individuals are implicated in the events that led to the complaint. In order to prevent any suspicions of bias or compromise objectivity, the hierarchical structure of the company must be considered prior to the beginning of the internal investigation.
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