Recent reports predict a potential surge in bullying and harassment grievances at work, and a lack of confidence in the ability of management (particularly in the public sector) to handle these distressing issues.
Bad practice in bullying and harassment and relationship issues undermines employees’ and customers’ confidence and the cost of mishandling diverts time and money away from core business activities.
Yet there have been no clear practice standards within the UK for investigations into workplace bullying and harassment allegations, despite this activity posing a significant business risk.
The Chartered Institute of Personnel and Development estimates that an Employment Tribunal claim costs more than £20,0003, and there has been a significant rise in ET claims during the recession.
Now for the first time HR managers can work to clear standards and processes which will result in investigations which are quicker, more robust, and less likely to be overturned at Appeal or ET.
CMP Resolutions, who aim to improve business performance through dispute resolution and training, has used its 20 years’ experience to develop a comprehensive resource that covers investigator Values, Competencies, Training Standards, and Service Standards.
Dr Helge Hoel of Manchester Business School endorses the standards:
“CMP Resolutions has put together an excellent and comprehensive set of standards for investigating employee complaints. The document successfully describes and brings together a number of standards applicable to the investigation process, incorporating appropriate and accurately described standards which are essential for the overall success of an investigation.
Where these standards are adhered to by investigators, I believe those directly involved in the process are likely to receive a fair and impartial hearing of their cases, something that cannot be taken for granted.
Moreover, from the organisation’s point of view, ensuring that fair processes are in place should assist in providing closure and should positively influence employee commitment, whilst at the same protecting against potential detrimental consequences in terms of resorting to the courts and damage to the organisation’s reputation.”
