Case Study
Case Study – What if the aggrieved fails to co-operate with the grievance investigation?
Handling grievances in the workplace is never easy, especially when an employee doesn’t engage in the process. So, what happens when the aggrieved fails to cooperate with a grievance investigation?
In a recent case, Birch-HR conducted an independent investigation into concerns raised against an Executive Board. Despite multiple attempts to meet with the employee and gather evidence supporting their claims of bullying and harassment, the employee failed to provide any substantial information.
Faced with this lack of cooperation, Birch-HR produced an interim report. Although the employee’s evidence and responses were absent, the report outlined a clear, impartial investigation process. It demonstrated that the Executive Board had taken the right steps to handle the grievance fairly.
The interim report offered the Board a solid foundation to show that all reasonable actions were taken. It served as proof of a thorough investigation, even without the input of the aggrieved. This ensured that the organisation could demonstrate its commitment to transparency, fairness, and due diligence.
This case underlines the importance of independent investigations and maintaining professionalism, even in challenging circumstances. When faced with silence or refusal from employees, it’s essential that businesses maintain clear communication, fairness, and a commitment to transparency, ensuring that all actions taken are in line with organisational policies and legal frameworks. While cooperation is key, investigations can and must proceed to uphold the integrity of the process.
In the end, a well-documented process speaks for itself, proving that the company takes all concerns seriously and will revisit the grievance if and when the employee chooses to engage.
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