We’ve all been there; it’s the end of a long week, and suddenly there is a knock at the door or an envelope on your desk.
Issues arise all the time in companies; whistleblows, grievances and suspected misconduct are generally dealt with through internal processes, which are governed by law.
Most disciplinary and grievance issues are a time-consuming but necessary part of any Manager’s job. However, the headaches come when the complaint is involving a senior member of staff; it needs to be addressed, and swiftly, but who can be trusted to investigate?
Confidentiality
Under ACAS guidelines, a separate person is required to conduct the investigation, the disciplinary or grievance and the (possible) appeal; which can be difficult if you want to limit the number of people who know. With the best will in the world; the rumour mill in companies is rife, and it can be difficult to keep anything secret.
FieldHR are discreet and confidential investigators who are experienced in handling investigations into employees at every level of the company. They are aware of corporate dynamics and can operate smoothly within corporate cultures.
Expertise
Conducting a robust investigation is a skill; it is not just a matter of asking questions, but asking the right questions at the right time, to the right person, and in the right way. Just because someone may be at the correct level to conduct an investigation, it doesn’t mean that they have the skills to conduct a thorough investigation. Failing to investigate properly can mean that the issues are not identified and dealt with which leads to greater risks. Additionally, the next steps that are taken may be fundamentally flawed as they are not based on the full information. There are high Tribunal payouts when investigations are identified as being ineffective.
FieldHR are expert investigators, with experience of investigating complex issues.
Objectivity
In whistleblowing cases, objectivity is key. If the complaint is involving a senior member of staff, it can be difficult to identify an internal investigator who is at the appropriate level, has no involvement in the case, has no relationship with the people alleged to be at fault, and will not bring any preconceptions or emotions to the investigation. It can be awkward to be investigated by a colleague, particularly where confidentially is essential.
FieldHR provides an objective and independent investigator.
Navigating the Grey
Every senior HR operative knows that managing people situations can be very clear; there is right and wrong. However, the vast number of issues fall into the ‘grey’ area. FieldHR is skilled at navigating the grey, and is able to discuss the case with you, understand the needs of your business, and suggest recommendations. A deep knowledge of employment law means that any proposal for next steps will be risk assessed, and those risks clearly communicated.
Potential criminal issue
Occasionally an issue arises which may have a criminal element, such as suspected fraud or theft. You may decide to investigate internally before involving the Police for corporate reasons, or to understand the issues and the potential impact internally or externally. However, conducting an investigation which is compliant with a police investigation is important if you wish to keep your options open for any future prosecution.
FieldHR partners with senior ex-Police Officers who will conduct an investigation discreetly and confidentially, and within corporate guidelines.
FieldHR are experienced in conducting investigations effectively, discreetly and sensitively within a corporate organisation. We understand employment law and are skilled at navigating the grey areas. We work with a range of senior ex-Police Officers so when there are criminal matters we can conduct a legally-sound and police-compliant investigation. We can work on behalf of your company to understand exactly what has happened, report it back in confidence, and provide recommendations with our view of any risks.