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. […]