Top 10 Investigations Myths Debunked


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A look at the top 10 investigations myths and the truth behind them.

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Top 10 Investigations Myths Debunked

  1. 1. Top 10 Workplace Investigations Myths Debunked<br />A People Resolutions webinar in partnership with HubCap Digital<br />
  2. 2. Objectives <br /><ul><li>To dispel some of the main misconceptions about Workplace Investigations
  3. 3. To help you understand how using Workplace Investigations can be used to reach a constructive outcome from a tricky situation between employees, for all parties involved.</li></li></ul><li>A Brief Introduction to Investigations<br />Lindsay Soulsby<br />
  4. 4. Our Services<br />
  5. 5. Let’s look at the costs<br /><ul><li>Employment tribunals in 2009-10 increased to 236,100, up from 151,000 the previous year
  6. 6. That's a 56% increase year on year
  7. 7. Consider that the average Employment Tribunal costs £7,000 to defend, that’s a £1.65 billion every single year. This doesn’t include the time spent internally by HR, line managers and those directly and indirectly affected, disruption in the workplace, absence and stress levels
  8. 8. Then there’s the payout from tribunals which can cost organisations hundreds of thousands of pounds</li></li></ul><li>Why investigate?<br />Investigations are used to:<br /><ul><li>Resolve conflict between two or more parties, one of which has raised a formal grievance
  9. 9. Get a clear picture of the evidence available
  10. 10. When requested, to obtain an independent decision on the state of the situation</li></ul>There are many ways to resolve conflict, but Investigations may be appropriate in the following situations:<br /><ul><li>Disciplinary issues
  11. 11. Grievance complaints
  12. 12. Whistle-blowing complaints
  13. 13. Bullying / harassment complaints
  14. 14. Duty of care</li></li></ul><li>The Conflict Resolution Process<br />PARTIES DECIDE<br />3RD PARTY DECIDES<br />REMEDIAL<br />SUPPORT<br />NEGOTIATION<br />INFORMAL DISCUSSIONS<br />1:1’S<br />MEDIATION/<br />COACHING<br />TRAINING<br />FORMAL <br />INTERNAL <br />PROCESSES<br />APPEAL<br />TRIBUNAL<br />Formal Stage<br />Informal Stage<br />
  15. 15. Breaking it down<br />
  16. 16. David RichardsExperienced Investigator and Consultant for People Resolutions<br />David has significant experience at a senior level of managing all types of investigations, both criminal and civil, as well as grievance and dignity at work, restructures, redeployment, redundancies, education, and negotiations with union and staff representatives. <br />Recent investigative experience includes confidential and sensitive enquiries within Government bodies, County Councils, Arms Length Management Organisations, Charities and Multi-National pharmaceutical companies.<br />David is also an accredited mediator with skills in Alternative Dispute Resolution, and experience in mediations involving probate, planning, partnerships, breach of contract and non-payment of professional fees.<br />
  17. 17. Top 10 Investigations Myths<br />David Richards<br />
  18. 18. Myth 1<br /><ul><li>Once the investigator gets hold of it we'll lose control</li></li></ul><li>Myth 2<br /><ul><li>Everyone will feel they are under suspicion</li></li></ul><li>Myth 3<br /><ul><li>Costs will just begin to spiral </li></li></ul><li>Myth 4<br /><ul><li>The business will suffer </li></li></ul><li>Myth 5<br /><ul><li>Our clients will get to hear and lose confidence </li></li></ul><li>Myth 6<br /><ul><li>Once our competitors get to hear about this we'll be in trouble </li></li></ul><li>Myth 7<br /><ul><li>The unions will exploit this and see it as a weakness</li></li></ul><li>Myth 8<br /><ul><li>We’ll never get a decent outcome, an independent will not know our sector/industry/specialism and will not be able to understand the context of the allegations?</li></li></ul><li>Myth 9<br /><ul><li>We’ll upset our internal investigators </li></li></ul><li>Myth 10<br /><ul><li>It will take too long for an external investigator to learn our policies and procedures</li></li></ul><li>Now it’s your turn!<br />Question and Answer session<br />Q&A Panel:<br />Linda Hoskinson<br />Director, Head of Practice People Resolutions<br />Lindsay Soulsby<br />Director<br />People Resolutions<br />David Richards<br />Experienced Investigator<br />
  19. 19. Upcoming Webinars and Seminars <br />Seminars<br /><ul><li>5th October: Business in HR
  20. 20. 18th November: Conflict Resolutions (North)</li></ul>Webinars<br /><ul><li>23rd September: Business in HR
  21. 21. 28th September: Absence Management
  22. 22. 19th October: The Cost of Conflict
  23. 23. 2nd December: Engagement - how and why</li></ul>Further information and booking is available at<br />
  24. 24. Conflict Clinic Roadshow<br />This complementary session, held at your offices, will give you:<br /><ul><li>An understanding of where your organisation stands in the conflict management cycle
  25. 25. The opportunity to focus on your particular areas of conflict
  26. 26. Exploration of new and effective ways to resolve conflict
  27. 27. Learn how mediation and investigations are conducted</li></ul>Email us now on to book your appointment now.<br />
  28. 28. To further benefit our attendees we are holding a post webinar discussion. This will enable anyone to leave questions or start discussions about what you have heard during the webinar and our panel of experts will be on hand to reply to your comments. The rest of the People Resolutions are already logged on, awaiting your questions!<br />To enter the discussions room please click on the following link:<br /><br />Log in using your details that you registered with for the webinar<br />Then go to the ‘Discuss’ section and enter the ‘Post Events Discussion’ section to join in<br />
  29. 29. Thanks very much for your time<br />From the team at <br />People Resolutions and Hub Cap Digital<br />