Do you have a right to know during an employee investigation?

Do you have a right to know during an employee investigation?

You don’t know what you don’t know until you start the investigation. Move quickly but also carefully. No one size fits all in terms of how much time is needed for a thorough investigation. If I go to HR to corroborate a story (as part of an investigation), do I have a right to know what’s going on?

When to ask about the status of an investigation?

[Jonathan] Employees always have a right to ask about the status of an investigation but should recognize that there may be reasons why employers cannot provide employees with as much information as they may want. Employers need to be careful not to promise deadlines they may not be able to meet.

When is it best to interview the accused next?

But from minimizing the number of employees who know of the allegation, it is sometimes best to interview accused next. If he or she admits to the alleged wrong, there is no need to go further. We all have a default in terms or order. Key is not to default but to think as to order.

What happens at the end of an investigation?

Employers need to be careful not to promise deadlines they may not be able to meet. You don’t know what you don’t know until you start the investigation. Move quickly but also carefully.

You don’t know what you don’t know until you start the investigation. Move quickly but also carefully. No one size fits all in terms of how much time is needed for a thorough investigation. If I go to HR to corroborate a story (as part of an investigation), do I have a right to know what’s going on?

[Jonathan] Employees always have a right to ask about the status of an investigation but should recognize that there may be reasons why employers cannot provide employees with as much information as they may want. Employers need to be careful not to promise deadlines they may not be able to meet.

But from minimizing the number of employees who know of the allegation, it is sometimes best to interview accused next. If he or she admits to the alleged wrong, there is no need to go further. We all have a default in terms or order. Key is not to default but to think as to order.

Employers need to be careful not to promise deadlines they may not be able to meet. You don’t know what you don’t know until you start the investigation. Move quickly but also carefully.