Investigating misconduct
Establish the seriousness of the misconduct and be proportionate to it. Be logical, impartial, fair and time-bound. Decide whether the employee should be suspended on pending the investigation. Make sure this is a precautionary measure not a sanction. Be aware that the alleged employee’s presence could enable him to undermine the case. Gather evidences of all kind. Decide who you have to interview and do it a.s.a.p. Identify what you need to get from each interviewee, prepare accordingly, but don’t have a list of questions. Remind the interviewee’s obligation to cooperate. Assure them of confidentiality/non-retaliation. Record any refusal to cooperate. Go not only for the “bad apple” but systemic failures and policy mistakes.