HR staff who are given responsibility for co-ordinating arrangements for an investigation into bullying and harassment is not actually carrying out investigations, but does need to work very closely with those who are, and needs to understand the process involved.
This role involves administration and support, and requires the manager or coordinator to review the investigative process, ensuring a robust and quality process is followed, and will need to check the evidence presented and the quality of the final report before it goes to the Hearing Manager.
This paper outlines the key steps and processes involved to make this as simple and straightforward as possible.
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