Workplace Investigation Report
Select a workplace claim to investigate and write a 4-5 page report explaining how you will investigate it and recommend actions.
Introduction
Two of the most daunting responsibilities for the employee relations professional are conducting workplace investigations and helping employees resolve conflict. In both cases, documentation and having a process to follow are important. These are necessary because the findings of an investigation and outcomes of conflict can result in disciplinary action or termination. The results can also be used in legal proceedings against the employer or employee.
It is crucial to adopt and follow a process for conducting fair and impartial investigations. Positive employee relations are cultivated by a willingness to get rid of assumptions, a commitment to uncover facts, and a determination to preserve an employee’s dignity while helping to resolve disputes.
This assessment gives you hands-on practice as you investigate a claim and recommend the proper discipline to management officials.
Overview and Preparation
For this assessment, you have been tasked with completing an investigation of a claim and recommending the proper discipline to management officials.
Select one of the cases below to investigate.
Case 1: Brian is a new employee hired within the last year. Brian frequently calls out sick on Fridays and is often late to work on Monday mornings. You need to address leave issues.
Case 2: Anthony and Melissa used to be best friends at work and have even gone out on a few dates. Anthony now has a new girlfriend and does not want to spend as much time with Melissa. Melissa feels that they need to keep a close relationship to be successful on team projects. Anthony disagrees. Recently Melissa was promoted to the supervisor of the team and is demanding Anthony spend time alone with her in her office. Anthony is not happy with this treatment and feels he is being harassed, so he reports this to human resources.
Case 3: Rene is a black, Muslim mother. She is a long-term employee of Computer Optics and is assigned to the stock room. She oversees purchasing supplies and auditing equipment for the company. Rene recently was ordering supplies using the company software system. She was also talking on the phone with a friend and did not realize that instead of purchasing 100 orders, she placed 1,000 orders. This led to a financial loss to the company. This is the third time Rene has made a mistake this large. The manager wants to terminate Rene due to her performance issues. Rene files a complaint, stating that she is being mistreated due to her race and religion. You need to justify both the possible termination and respond to the formal complaint.
Instructions
- Provide in your own words an overview of the regulation or law that should be considered when investigating the claim presented.
- Summarize the steps that you will follow during the investigation and their relevant impacts.
- What parties will you interview?
- Describe the specific issues you need to investigate.
- What policies or procedures should you follow?
- Describe the interview questions that you should consider or avoid during this process. Consider relevant employment laws.
- What type of documentation will you collect and who has access to these?
- Compare the various alternative dispute resolutions (ADR) processes.
- Compare the pros and cons to using negotiation, mediation, or arbitration.
- Which ADR practice would you suggest for this situation and why?
- Recommend corrective action or actions to put into place, including policy changes and training.
- What changes to policy should be considered?
- How will you prevent retaliation from occurring with any of the employees involved in the investigation?
- What training should be completed or suggested?
- How will the organization cultivate an atmosphere of trust once the investigation is completed?
Submission Requirements
Your assessment should meet the following requirements:
- Length: 4–5 double-spaced, typed pages, excluding the title page and reference page.
- Font and font size: Times New Roman, 12 point.
- Written communication: Written communication is free of errors that detract from the overall message.
- APA formatting: Resources and citations are formatted according to current APA style and format. See Evidence and APA.
Refer to the assessment scoring guide to ensure that you meet all criteria. To earn full points for each criterion, be sure to note the details on what constitutes distinguished performance.
Note: Your instructor may also use the Writing Feedback Tool to provide feedback on your writing. In the tool, click the linked resources for helpful writing information.
Competencies Measured
By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and assessment criteria:
- Competency 4: Describe the grievance process, dispute resolution options, and protection of employees from retaliation.
- Provide an overview of the regulation or law that should be considered when investigating the claim presented.
- Summarize the steps to follow during the investigation and their relevant impacts on the investigation.
- Competency 5: Examine the impact of labor unions on employee-employer relationships.
- Compare the various alternative dispute resolutions (ADR) processes.
- Recommend corrective action(s) to put in place, including policy changes and training.
- Competency 6: Communicate professionally with all stakeholders.
- Communicate in a manner that is scholarly, professional, and consistent with expectations of members of the human resources profession.
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