Categorize issues according to severity, so you can respond to every issue consistently and appropriately.
When employee behavior falls within expected company norms, you've got the green light — no action outside the normal scope of HR activity is required.
Issues that deviate from the norm, such as tardiness, performance, or "lack of respect," need to be documented thoroughly and monitored closely — they could signal a more serious trend.
When a serious allegation of misconduct or unacceptable behavior such as harassment, retaliation, or discrimination arises, a thorough investigation is needed to protect the employees, the organization, and your brand.
Discover how to determine whether a situation requires an investigation. We’ve developed this simple flowchart to help you evaluate and manage issues the right way.Get the Infographic
When an investigation is necessary, our proven three-step methodology guides you every step of the way.
Create a dynamic blueprint by organizing key information, including involved parties, issues, interim actions, and investigation team members. Identify unknown factors and prepare for interviews.
Gather facts and review documents using best-practice interview templates and evidentiary analysis. Use proven fact-finding protocols and techniques to ensure a compliant process.
Document findings and determine appropriate remediation. Review with and obtain final approval from organization stakeholders. Track communications and schedule follow-up.
Get in the know with the most current and robust data on organizational models, staffing ratios, employee relations case management, issue trends, and more. Our latest Employee Relations Benchmark Study includes findings from over 100 companies representing 3.5 million global employees. Our data spans across industries, regions, and budgets to bring you the pulse of what’s really happening in employee relations. Download the Executive Summary today!Get the Report