Interview notes templatefor witness interviews, including lists of opening admonitions, recommended questions, and closing reminders. Checklist of questions to ask the complainant. Checklist of questions to ask the accused. Investigation strategy checklist, including documents and policies reviewed, allegations...
The amount of physical evidence you find and use in your workplace investigation depends on the type of incident you're investigating. For example, if an employee claims they were verbally harassed by their coworker, there might be very little physical evidence to support that. However, if an...
Statements made on the witness stand in a legal proceeding, for example, are immune from defamation claims (even if they are false). The justice system is designed to sort out which witnesses are lying and which are telling the truth; it doesn’t permit an aggrieved individual to sue ...
A lawyer could explain your legal rights and everything you need to know to navigate the investigation process. You may also have questions about your right to privacy, the right to review your HR records, the right to refuse a lie detector test, etc. Hiring an attorney would give you the...
This includes gathering as much evidence as you can, along with witness statements from both parties. It's important you look at all mitigating factors to do with the case, including any underlying reasons for the complaint. Hold an investigation meeting ...
If you don’t receive an adequate response or solution from your employer, you can either go straight to the EEOC, which will launch an investigation on your behalf, or, you may also want to seek legal help from an attorney specializing in employment law. ...
it is also important that details of the investigation are handled with care. You do not want to end up in a situation where an important witness testimony or other piece of evidence was overlooked simply because you are trying to move through the investigation process quickly. Being prompt is...
Ignore challenging questions. Bring the focus back to how you can work together to solve the problem. Set limits respectively and reasonably. Offer respectful choices and speak clearly and simply. Allow silence for the purpose of reflection. Allow the person time to make decisions. Stress rises ...
Disciplinary investigation records including the investigators notes, witness information and contacts, pictures or videos submitted by staff, bystanders, guests, and managers. Records of employee time clock punches, card swipes, and other access data tied to an employee swipe card. ...
Whether its boxes obstructing walkways, a spillage on the stairs, an unstable ladder, voicing concerns is always better than bearing witness to them later. And it’ll protect your organisation too. The Health and Safety Executive (HSE) recommends four key steps for communication: Plan; Do; Ch...