Posted on 29/04/2021 by Darren Kehoe
One of the most difficult workplace investigations is when you have an allegation against a senior leader. It’s absolutely crucial that investigations and decision making processes are sound and impartial, but could you investigate your own boss if they were accused of bullying?
A HR Director had received a complaint of bullying and harassment against the Chief Executive Officer (CEO). The complainant was a Director who named a number of witnesses from the Board and senior leadership team, including the HR Director.
Organisations look to their most experienced and responsible staff to investigate and make decisions. However, they can’t be carried out by anyone who has complained, been accused or is a witness. This ruled the HR Director out of being involved.
Investigations, hearings, appeals and decisions should be led by different people. Small companies really struggle to investigate and respond to complaints without compromising the investigation. There just aren’t enough qualified people to carry out all these roles:
The Director of HR decided to bring in Kraft HR Investigations for support. We hadn’t worked with the company before but the Director had heard of our expertise through a friend of theirs we’d supported on a similarly high profile and complex investigation.
I took on the role of Investigating Officer for the grievance and because the HR Director couldn’t be involved, I also advised the client of the process of investigation management and resolution.
It was imperative that the Leadership Team was freed up from the investigation asap so that they could focus on business goals so I started work straight away.
I found no evidence to support the accusation of bullying and harassment.
Because my report was very detailed and accurate, there could be no dispute over the investigative rigour I had adopted. In fact, one of the Board members was a senior HR Director for a national company and they said they’d never seen a more through and comprehensive investigation. For the client, this meant that there were no further challenges.
The client appreciated how speedily the case was resolved: although it was a complex and sensitive investigation, I am an experienced investigator so I delivered it within 20 working days. They particularly valued my tact and diplomacy with Board members, the CEO, the person who had complained, and the Directors.
The Leadership Team could move forward with confidence that this matter was behind them.
At Kraft HR Investigations, we provide transparent information about the process we follow in our investigations. Our work exceeds best practice and we ensure everyone involved understands what is happening.
Contact us for our free guide so you can read through the process. Or you can simply call Liz up for a free call to triage your situation.
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