Serious workplace harassment complaints need serious solutions.

When you need impartiality, sensitivity and experience, you need the investigators at Harassment HELP Consultants.

At Harassment HELP Consultants we have developed a phased approach that ensures any and all complaints are investigated thoroughly by a neutral party and conclude with a detailed report that will stand up in a court of law. We sort through the ‘he said, she said’ to uncover and document the real facts.

Phase 1: Initial Consultation

During the first phase of the investigative process our investigator will meet individually with the relevant parties to explain the investigation procedure. This initial consultation will be used to ensure that the complainant and the suspected person are comfortable with the process and understand that confidentially will be maintained throughout. At this stage the investigator will not discuss any disciplinary consequences and will only seek to determine what evidence exists and develop a course of action for the investigation.

Phase 2: Investigation Plan

Before preceding any further the investigator will develop a detailed plan, which will address what questions the investigation should seek to answer. During this phase the investigator will determine who should be interviewed, in what order and what evidence should be gathered.

Phase 3: Interviewing the Complainant

The investigator will meet with and interview the complainant in a comfortable and confidential manner. Complainants will be handled with the utmost sensitivity and fairness. The investigator will carefully document the interview in order to develop an appropriate list of questions for the suspected person.

Phase 4: Interviewing Suspected Persons

As part of the interview with the suspected person(s), the investigator will fully explain the allegations against him/her. The suspected person will be provided with the opportunity to respond to all allegations and will be treated in a fair and professional manner. The investigator will carefully document the interview for use in the final report.

Phase 5: Interviewing Witnesses

Any potential witnesses to the alleged incident will be interviewed in person as soon as possible after the event. All interviews will take place in a private and confidential manner and will be documented appropriately.

Phase 5: Review of Evidence

Considering the facts gathered in the first four phases of the process, the investigator will rely upon their extensive experience to consider the credibility of witnesses and will weigh available evidence to deliver a conclusion.

Phase 6: Reporting

Each investigation will result in a detailed report summarizing the complaint, outlining the evidence, presenting the conclusion and providing recommendations for resolution. The quality of this report will become the cornerstone of any future legal actions and will seek to prove that due diligence was upheld by the employer.