Who needs workplace investigations training?

It is no secret that legislation has changed the need to conduct investigations when complaints of bullying and harassment or serious misconduct arise.

It’s also no secret that many cases find their way into arousing media attention because of inappropriate or incomplete action being taken that have resulted in litigation and oftentimes, have not ended well for an employer.  While there is not always a legal requirement to investigate allegations of misconduct, it is certainly in an employer’s best interest to do so.  Especially if the allegations are serious enough that terminations or serious discipline are being considered for the accused.

Pay Now – or – Pay Later

I was talking the other day with a colleague of mine and along with trying to figure out how we could change the world and solve its problems – we were wondering why it is that human nature is such that proactive measures were pushed aside in favour of reacting when things occurred and investigations are required to find out why things went sideways.

The discussion arose primarily around the cost involved in conducting investigations properly versus the grief that can result when clients want us, as investigators, to move more quickly through the process or cut down on collecting evidence.