How do I handle a workplace investigation?
It is always important to first understand the nature of any workplace investigation you are directed to participate in. If allegations about your performance or conduct are being made as part of the investigation, it is imperative that you receive enough information to allow a meaningful response. It is always best to have a support person present at any investigation meeting and to request time to consider the allegations and provide a detailed written response.
The lawyers at Jewell Hancock Employment Lawyers can assist you by requesting further information and evidence about any allegations that have been made against you, attending any investigation meeting as your support person, formulating a written response to any allegations, obtaining a copy of the investigation repot and challenging any disciplinary outcome, including by way of an application to a court or tribunal.
If you have been directed to participate in a workplace investigation, it is important to obtain advice as soon as possible. This may be the difference between keeping your job or losing it.
Contact us today to arrange a no-obligation confidential discussion with one of our experienced lawyers.
An investigation usually happens when a formal complaint or serious concern is raised about misconduct, bullying, harassment, discrimination, or breaches of policy. It’s a way for the employer to gather facts before deciding what (if anything) should happen next.
It is always best to have a support person present at any investigation meeting to provide you moral and emotional support. They can’t speak for you but can take notes, seek clarification and ask for a break.
You have the right to:
Be treated fairly and without bias
