Investigations
Investigations are often necessary when allegations are made, for example, against a company employee e.g. allegations of bullying, harassment, misuse of company property, breaches of the company’s Code of Conduct.
Often, given the nature of the allegation(s) and to avoid later allegations of bias and pre-determination, it is prudent for the company to arrange for an independent workplace investigator to investigate the matter(s) of complaint. David has often been used in this capacity by both private and public sector organisations e.g. NZ Trade and Enterprise, the Public Trust, Department of Corrections, various School Boards of Trustees.
The key to a sound and ‘safe’ investigation is the integrity of the investigation process itself. This involves, in part, determining appropriate Terms of Reference for the investigation and working with the employer on a proper investigation plan prior to the investigation commencing.
In this context a thorough knowledge of employment law, workplace dynamics and the application of natural justice principles is essential.
The numerous employment investigations David has conducted over the years have been thorough and unbiased and have been able to stand the closest scrutiny from external review bodies.