When an employee makes a complaint, either through the company’s hotline, speaking to his or her manager or through any other channel, it’s important for the company to start the internal investigation process fastly. If you’re involved in the supervision of internal investigations for your business, there are steps and tools that can improve your efficiency in managing all parts of an internal inquiry investigation in Hyderabad.

Follow these eight steps during internal inquiry

1. Follow Workplace Policy

It’s important to follow the company’s policies for conducting different types of accusation (harassment, discrimination, privacy, theft, etc). Workplace policies may edict that different types of complaints require different techniques.

2. Determine if Further Investigation is Necessary

Not all complaints require a full-fledged investigation, but it’s usually wise to take some form of action on a complaint to ensure it doesn’t expand. There may also be cases in which a staff member makes a complaint but ask for nothing to be done.

3. Assign outside Investigator(s)

Assign an investigator to the case, taking into account that it may sometimes be important to assign an outside investigator. The person tabbed to conduct the investigation should be independent and objective and should not be in a position of direct authority over any of the people involved in the accusation.

4. Create a Plan of Action

Outline a plan of action and make a list of questions that need to be answered by the accuser, the subject of the allegation and any witnesses. If you don’t have an activity investigative case management solution, you can create your own investigation plan.

5. Collect Evidence

Gather and record any supporting evidence feasible to support the investigation. Clue or exhibits could be in the form of e-mails, video footage, reports, witness interviews etc. It’s constructive to get a signed statement from the complainant in order to keep a clear analysis trail documenting the accusation.

6. The Final Report

Create an overview of the investigation by compile the evidence collected and the recommended outcome. Include aiding evidence, any applicable laws, regulations or workplace policies that relate to the case, and outline the required course of action to be taken.

7. Follow Up

Conduct separate follow-ups regarding the complaint. Follow up with the subject to make sure that they have made the required corrective actions and provide them with the tools and training necessary to make changes. With the complainant, follow up questions should be designed at ensuring there are no signs of reprisal and to make sure that they are aware that the situation has been handled. Finally, our team of internal enquiry investigation in Kolkata asks them if they have noticed any change since their complaint was made.

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