The Situation
An employee made a complaint. Bullying, harassment or sexual harassment. The business had no HR function and no investigation process. The people who would normally handle it knew both parties personally. They knew the complaint had to be taken seriously. They didn’t know what step one looked like.
Why External
Internal investigations fail on one point. The investigator has a relationship with someone in the room. Sheena Kane came in with no history and no stake in the result.
The Investigation
- Interviewed the complainant, the respondent and all witnesses
- Reviewed records: CCTV, emails, rosters, prior complaints
- Tested what could be proven against what was only claimed
- Made a finding on the balance of probabilities
- Delivered a written report the business could rely on
- Recommended next steps
Some matters are clear cut. CCTV shows it, witnesses agree, the finding is quick.
The part that mattered most
The finding was only half the job. The other half was what the workplace looked like on Monday. A complaint handled respectfully and closed properly gives people a way forward. Handled badly, you lose the complainant, the respondent, and everyone watching how you handled it.
