How do I choose an investigator?

There are several considerations to be made when choosing an investigator.

1. Independence and impartiality

   Where a complaint is upheld: a disciplinary hearing should follow. Should a case of bullying/harassment be proven, then the organisation should take appropriate disciplinary action in line with its disciplinary procedures. This may include transfer to other duties, demotion, written warnings, or other appropriate action, up to and including dismissal. Records of any warnings for bullying/harassment should remain in the employee’s file and used if any further allegations or offences of the same or similar nature occur in the future.

   Although the initial direct cost of hiring an external investigator may be higher than appointing someone internally, it is more likely that this cost will be offset by the productivity saved in a shorter process and sound recommendations based on facts. External investigators can guarantee independence, impartiality and confidentiality which is difficult to ensure in an internal investigation.

2. Experience

   A good investigator will have extensive investigative experience and have worked on a number of conflict resolutions. They will have a sound understanding of policies, practices and legal obligations when dealing with conflict resolution.

3. Education

   Good investigators will have a recognised third level degree and the relevant diplomas and certifications.

4. Codes of Practice

Finally, good investigators will have clear, accessible ethical standards. This usually involves the clear presentation of Codes of Practice. These can be found on an investigator’s website or marketing brochure.