In the case of workplace investigations, organizations are expected to commence investigations shortly after a complaint is received. It’s essential to have the complaint in written form and for it to contain information regarding each incident, the names of any witnesses and the information the complainant believes the witnesses might provide. The employee should be asked what resolution is being sought and if the treatment was because of his or her belonging to a protected category. In addition, detailed documentation must be observed throughout the inquiry for the benefit of all parties. If handled in an effective manner, these investigations are able to protect any individual impacted while simultaneously protecting the concerns of the organization. Only when wrongdoings are rightly identified, and the proper support is offered to employees should any decisions be made. For more information on how your organization can be sure to make the right decision, view the resource featured alongside this post.