Accusers who provide concrete, verifiable facts bolster their claim. But take special note of employees who repeatedly can't recall specifics and give evasive answers when elaborating on the nature of their complaint.Smart questions to ask an accused employee include:
- Are these allegations true?
- If not, how exactly are they inaccurate?
- Any idea why you'd be falsely accused?
- What exactly is your personal and professional relationship with the accuser?
- What witnesses can support what you've said?
- Were you aware of the employee's concerns? Did he or she ask you to stop acting a certain way?
- After you complete the necessary fact-gathering, inform both parties of your findings. Even if you don't take action against the accused, summarize your conclusion so that everyone knows the outcome of your investigation.
- Warning: Never conduct an investigation if you're in any way named in the complaint. You must act as a neutral third party to avoid any hint of conflict of interest.
- THE EAP CAN HELP: Conducting an investigation can be a lonely task. You may face obstacles and personal concerns as you proceed. You may struggle with what to do with information, or which way to turn next. Do you need personal support? Remember that the EAP is available, and what you share with the EAP is kept confidential within the scope of law and its policies.
It's True! Most employees who retain an attorney or who file a complaint with an outside agency (such as the Equal Employment Opportunity Commission) will complain internally first. But if they feel their supervisor doesn't respond promptly and fairly to their complaint, they will take the next step and involve third parties.
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Tip Let witnesses talk as much as possible. Set the right tone for the interview by asking questions from beginning to end. Don't start by summarizing what you know or revealing facts or allegations. Your goal is to hear their story, not pass along other people's stories.
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