Investigation Plan for a Workplace Complaint
Structure a fair fact-finding process.
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Draft an investigation plan. Complaint summary: [COMPLAINT_SUMMARY]. People involved (complainant, respondent, witnesses): [PEOPLE]. Policies that apply: [POLICIES]. Immediate risks: [RISKS]. Jurisdiction: [JURISDICTION]. Produce: a scope statement (the specific allegations to investigate); investigator independence check; interim measures to protect people without prejudging; a timeline; an evidence list (documents, messages, records, CCTV where lawful [VERIFY]); interview plans with questions for each witness type (open, non-leading, factual); rules for notes and confidentiality; a procedure to give the respondent a chance to respond; an evidence evaluation method (balance of probabilities or the standard in your policy [VERIFY]); and a report outline (allegations, evidence, findings per allegation, reasoning, recommendations). Add a checklist for avoiding common errors (prejudging, inconsistent treatment, delay, leaks) and a communication plan for outcomes. This is highly sensitive: use HR specialists or legal counsel for [JURISDICTION]. Do not reach conclusions on any case. Add a standard interview opening script, a template for recording each interview with date and attendees, and a final report outline that separates findings of fact from conclusions and recommendations.
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