Guide to Managing Allegations Made against Employees.
Employees are faced with a difficult tasks of having to deal amicably to different forms of allegations that may be brought before the employer. Unwillingness of the accused to refuse to admit an allegation will make it difficult for the employee to affirm the allegation making the process stressful. As an employer, you will need to deal with the allegations properly to avoid the risk of protracted legal proceedings and unfair dismissal claims. Dealing properly to an allegation will be effective if you don’t put too much trust on one party by believing one employee is too holy to make false acquisitions or deny. The following steps will guide you when managing allegations brought forth by employees.
Allegations are a serious offence and you wouldn’t want to jump into dismissing an employee or taking disciplinary measures to the employee without having proof the allegations are true. Call the two employees in your office one at a time to explain the situation as it happened. Ask for records such as attendance records and schedules from the employees at the time the allegations were made to obtain relevant information as to whether there was a possibility of an allegation arising. Assure the employee accused that a fair and just investigation will be carried out on their behalf as well as the accuser. You may hire a private consulting agency at a fee to offer investigating services at your workplace over the frequent allegations being made.
To ensure fair treatment of the complaint, use the procedures set by the organisation to attend and solve any complaints that may arise between the employees. You will have to make a decision as to whether the allegations were true by ensuring the team you select to carry out the investigation will definitely manage to collect relevant findings that you will use to make a decision. Its quite likely that the if its true the accused committed an allegation, the chances of issuing threats to the team causing interference to the investigation.
Don’t be quick to dismiss culprits or suspend an employee for a period of time as the consequence of the allegation since some may have server punishment under the national law. Inform the employee of the results of the investigation and that the allegations made are to and to be ready to accept the consequences from your judgement as the employer. You may also seek guidance from a higher rank in your organisation on the better course of action to take. Also, you may have to meet with the board to decide the actions to take for a higher ranked employees.
To avoid choosing sides of the employees especially for a discrimination allegation, keep the complaint secret first until the issue is sorted out. Ensure that the team you select to carry out an investigation to maintain confidentiality of the incident and the parties involved.