This month we turn our attention to a more serious and sombre matter – criminal allegations in the workplace. It goes without saying that this is a topic most of us will hopefully never need to concern ourselves with/have to deal with. However should the issue arise, it must be taken seriously and dealt with in an appropriate fashion. If you find yourself faced with criminal allegations in the workplace, you’ll want to read on.
Carrying out investigations
Firstly, it is important to make clear that a criminal allegation does not automatically mean you have right of dismissal. Instead, an investigation should initially be carried out, where a number of factors are taken into account. This should be free of bias, with as much evidence collated as possible. Everything should be kept confidential and all proper processes followed.
Crucially, the investigation should not be trying to prove guilt by any of the concerned parties, but instead should be there to build up a clearer picture of what has happened.
Factors to take into consideration
Alongside ensuring an objective investigation, you should also look at the allegation itself from different angles. This includes the relevance of the allegation to the role in question, alongside the risk (if any) to others, which would include reputation. Earlier, we mentioned that proper investigative processes should be followed, and this is extremely important. Why? As should you wish to go down the route of dismissal, this will be a requirement that needs to be adhered to.
Dealing with criminal allegations in the workplace can be a very delicate and extremely solemn affair. We strongly advise you seek the correct and appropriate advice before moving forward – and we are here to help. Contact the AvloHR team today, we are ready and waiting to assist you with any queries you may have.
