Here's how you can conduct thorough investigations into employee complaints or grievances.

If the complaint has not been submitted in writing, it is important to do so to ensure there is a record of the starting point. If the complainant is not anonymous, it is important to listen to what they have to say. If it is an anonymous complaint, it is important to verify if other people are mentioned to gather more information. If no other people are mentioned, it is important to speak with individuals who might have knowledge of the facts described. It is always important to note down what was discussed to later create a report that will support the conclusions. Additionally, having a script of questions to be asked and the initial and final statements to be made (related to non-retaliation, confidentiality, etc.) is crucial

Para conduzir uma investigação de reclamações de funcionários, comece coletando meticulosamente todas as informações relevantes. Isso inclui o relatório inicial, declarações escritas, e-mails e outras formas de comunicação que possam esclarecer a situação. Entenda o contexto da reclamação, incluindo as pessoas envolvidas e o cronograma dos eventos. Permaneça objetivo durante essa fase, evitando julgamentos ou suposições prematuras. O objetivo é compilar um dossiê abrangente de fatos que servirão de base para sua investigação.

Always try to resolve the issues when it arises, still if there is a gap and the issue is raised by any of the team members. I shall make a team of members, which will involve HR, TL, compliance and one of the directors of the teams. We should listen to the issues of both the parties and understand the point from where the problem came in picture, try to get the root cause of the issue. We can also speak to the other team members who are really close and can help with their points. From every meeting, I shall make the MOM, which will be helping us to go through the whole process in future too. After discussing internally with the respective team members, we shall come up with a solution which would be favourable for both.

You do not want to play catch-up in situations that are time sensitive by having to form a plan or process. Having a comprehensive process in place prior to an issue arising is critical to the investigation process.

As an HRBP, conducting thorough investigations into employee complaints is crucial to ensuring fairness & resolving issues effectively. For example, if an employee raises a complaint about harassment from a colleague, I would start by gathering detailed points from both parties involved. I might also interview witnesses or review relevant documents, like emails or security footage. The goal is to gather all necessary facts & analyze them without bias. Once I have a clear understanding of the situation, I would work with management to find the appropriate action, such as imposing corrective measures or disciplinary actions if needed. Throughout the process, confidentiality is key to maintain trust and respect within the workplace.

To get the most out of an interview you should have a set of open-ended questions prepared using what I refer to as the funnel method. Start with broad and easy questions. This will give you a baseline on how the interviewee will answer questions and an idea of credibility when you get to more specific questions. As you continue down the funnel method you narrow down on the specifics and near the end have a question on did 'x' occur. Even though you have questions prepared don't forget to probe on responses (tell me more, why, who else observed this, etc.). Interviewees often only answer the questions you ask so keep probing until you fully understand the topic.

Uma vez que você tenha uma compreensão clara da denúncia, realize entrevistas separadas com o denunciante, o acusado e quaisquer testemunhas para garantir a confidencialidade e evitar influências. Faça anotações detalhadas e incentive os entrevistados a serem específicos sobre o que testemunharam ou vivenciaram. Faça perguntas abertas para obter um relato completo dos acontecimentos e esteja atento ao estado emocional dos envolvidos.

Enquanto realiza as entrevistas, é crucial revisar as políticas e procedimentos da empresa relacionados à conduta dos funcionários e ao tratamento de reclamações. Isso é importante para avaliar a reclamação no contexto das diretrizes estabelecidas e verificar se houve alguma violação. Entender os padrões estabelecidos pela organização é essencial para avaliar o comportamento em questão e garantir que a investigação siga o protocolo da empresa, assegurando uma abordagem justa e consistente.

It may happen that there are no direct witnesses to the complaint, so in this case, indirect witnesses can be heard. In such situations, it is always important to analyze if there is any possible indirect interest in the complaint (for example, the complainant wants to harm the subject of the complaint) or if the person who is the subject of the complaint has any interest in denying the facts. For example, if the subject of the complaint denies the facts, it is important to ask if he/she can imagine the reason why the complaint was made. In summary, it is always important to analyze different points of view and not take anything for granted.

Após coletar todas as informações e realizar as entrevistas, passe para a análise das evidências. Examine cuidadosamente todos os dados disponíveis, incluindo declarações, documentos e quaisquer outras provas pertinentes. Compare as informações para identificar consistências e inconsistências. É importante manter a objetividade, baseando suas conclusões nos fatos coletados. A análise meticulosa das evidências garantirá que sua investigação seja justa, imparcial e bem fundamentada.

Após analisar todas as evidências, documente suas conclusões de forma clara e detalhada. Elabore um relatório que resuma os fatos, descreva as investigações realizadas e apresente suas descobertas. Inclua todas as evidências relevantes e explique como chegaram às suas conclusões. Certifique-se de que o relatório seja objetivo e livre de preconceitos, fornecendo uma base sólida para qualquer ação subsequente que a empresa decida tomar. A documentação cuidadosa das conclusões é essencial para a transparência e integridade do processo investigativo.

When handling employee complaints or grievances, thoroughness and fairness are key. Start by gathering all relevant information and understanding the context fully. Conduct separate interviews with the complainant, accused, and witnesses, ensuring confidentiality. Review company policies to assess violations and guide your investigation. Analyze evidence objectively, noting consistencies and discrepancies. Document everything meticulously from start to resolution, maintaining confidentiality. Finally, resolve the issue fairly based on findings, communicating transparently with all parties involved. This approach ensures compliance with policies and upholds integrity throughout the process.

É imperioso resolver a reclamação ou queixa de maneira justa e apropriada com base nas suas descobertas. Isso pode envolver ação disciplinar, mediação entre as partes ou outras resoluções que se alinhem às políticas da empresa e à gravidade do problema. Comunique sua decisão a todas as partes envolvidas com transparência, respeitando a privacidade. Assegure-se de que todas as ações tomadas sejam consistentes com os valores da empresa e os requisitos legais. Uma resolução justa reforça a integridade do processo e a confiança dos funcionários na organização.

With respect, the first step in an investigation is clarity as to what is to be investigated and how. A formal investigation terms of reference is crucial so that the questions to be answered and acceptable methodology are laid out for the engaging client and investigator.

Certa vez, investiguei uma reclamação de um funcionário contra seu supervisor, alegando assédio e atribuição de tarefas impossíveis. Coletando meticulosamente todas as informações e realizando entrevistas separadas com o denunciante, o supervisor e testemunhas, fiz perguntas abertas e permaneci atento ao estado emocional de todos. Revisei as políticas da empresa e, após uma análise cuidadosa das evidências, descobri inconsistências nos depoimentos do supervisor, confirmando o assédio. Documentei minhas conclusões detalhadamente e comuniquei a decisão com transparência. A resolução incluiu medidas disciplinares contra o supervisor e treinamento sobre conduta ética. A confiança na justiça interna da empresa foi reforçada.

It is very important that the entire investigation process is documented in a written report, containing a summary of the interviews with the complainant (if not anonymous) and the subject of the complaint, as well as the witnesses. The conclusion should be based on the facts and documents analyzed (which should be attached to the final report), and corrective measures should be proposed (if the complaint is confirmed). Corrective measures can vary, such as training, improving communication, a warning, or even more severe actions involving the termination of the employment contract.