1 / 8

Personnel Investigations Overview: Steps, Evidence Collection, and Outcomes

Learn about the process of conducting personnel investigations, including interviewing employees and witnesses, collecting evidence, and considering policy implications. Discover how to obtain effective statements from witnesses and navigate potential legal issues.

henrym
Download Presentation

Personnel Investigations Overview: Steps, Evidence Collection, and Outcomes

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Personnel Investigations • Human Resources of Central Missouri • Emily Omohundro & Danielle McAfee Duane Martin

  2. Personnel Investigations: Overview • Appoint one individual to conduct the investigation • Promptly interview employee and any witnesses • Obtain written statements • Collect and preserve all relevant evidence • Consider whether policies prohibiting discrimination, harassment, and/or retaliation are implicated

  3. First Steps: Interview Employee • Communicate the concern/issue to the employee • Obtain employee’s side of the story • Right to representation? • Direct employee to provide written statement immediately • Provide list of specific allegations • Consider placing employee on leave during investigation • Consider suspending employee’s technology privileges

  4. Next Steps: Collect & Preserve Evidence • Written complaint/grievance • Interview employee and other witnesses • Written statement from employee • Written statements from witnesses • Written communication with employee • Emails • Memos • Text messages • Photos/videos • Social media • Other relevant records • Employee time cards • Surveillance video • Financial statements • Transportation logs

  5. Obtaining Effective Statements from Witnesses • Meet with witnesses individually in a private location • Direct witness to provide a written statement • Sign and date • Ask witness specific questions regarding alleged misconduct • Ask witness to use specific dates and times (if possible) • Ask witness to provide complete names • Thank witness for their assistance • Advise witness of any policy prohibiting retaliation

  6. Outcome of Investigation • If suspected criminal activity, report to law enforcement • If any policy prohibiting discrimination, harassment, or retaliation has been possibly violated, report to appropriate individual • If employee misconduct is substantiated, implement consequences as appropriate • Disciplinary meeting to discuss expectations and potential consequences • Disciplinary memo/document in employee’s permanent file • Address at next evaluation opportunity • Provide additional training • Reassignment of responsibilities/duties • Termination of employment

  7. Additional Considerations: Possible Legal Issues • Risk of discrimination claim • By complainant • By employee (subject of investigation) • Risk of retaliation

  8. Personnel Investigations • Human Resources of Central Missouri • Emily Omohundro & Danielle McAfee Duane Martin

More Related