As a workplace investigator I am often asked to look into complaints of alleged harassment that stem from performance management issues. Employees that do not recognize their performance deficiencies or resent managerial intervention; can sometimes perceive what are actually reasonable and fair actions, as harassment. On the flip-side, if not handled in a fair and
As sad as it has been to hear all the recent talk about sexual harassment in Hollywood; it is in one way, a relief. Why would I call it a relief? Because I believe the time has come wherein not only are we beginning to speak out
It could be media attention and an increased knowledge of human rights or it could be changes in beliefs about the right to work in a respectful workplace that has made the difference – I don’t know – but what I do know is that employee complaints are increasing and the need for workplace investigations are becoming more common.
Employers will have to learn how to manage investigations better than they have in the past. As a previous human resources practitioner, I dealt with a number of workplace investigations internally for my respective employers. As an external workplace investigator, I have come to realize that what I thought was good investigating would not stand up to the scrutiny of the courts today. I am not saying internal people can’t investigate – what I am saying is that there should be adequate training for those who are tasked with the duty to investigate.