K
KBB
- Original Poster
- #1
Hi,
Currently involved (one way or another) in a work investigation. Without the full intricacies this is something which happened at the start of May 2019. Was raised and proceeded an investigation. The reasoning behind the allegations is due to extremely sensitive mitigating circumstances (which I can elaborate on if required - just not sure it was relevant yet). I am actually shocked that they've brought them as far as this as it's extremely stressful to discuss person-to-person during the investigation meetings which have taken place so far as involves private life issues. The actual issue resulted in a short period of sickness (only 3 weeks as employee really opposes having time off) with the head of department sending out a lovely card highlighting that they've heard they'd had a real rough time and they were thinking of them and not to rush back until ready! When arrived back at work - this began.
I've read lots for 'reasonable time' for a work investigation. Due to the current Covid restrictions, this investigation has been delayed twice (In apparent agreement with the unions). Correspondence was sent to the employees OLD address saying that the investigation was delayed further notice and delivered as a signed, recorded delivery the day that they set their time schedule to get in touch by... Due to the isolation and the employee no longer living at the address - the sent mail was not received by them and they received it two weeks later (their parents address & due to covid restrictions had not been received) - the workplace still don't know if I've got the letter or not. Was considering sending it back? Thoughts? The workplace had clearly not updated their records in HR despite the actual employee updating their records with them on the system.
As for reasonable time frames - just before the Covid an email was received from the investigating officer saying that he needed all documents signed and completed for minutes to the meetings as he was being rushed to 'wrap up' the investigation. Five days later a letter was sent saying that the investigation was going to be delayed until further notice. This is obviously quite distressing as it drags out a process that is already exceeded what could be considered 'reasonable'. There have been weeks/months where nothing has happened - then a mad rush - then a further unnecessary delay. He said he'd clearly finished his investigation and was wrapping it up to submit that following day. There has also been problems with the actual arrangement of the meetings that have been attended. The room was not confirmed (as promised),for the meeting and it meant the employee was calling/emailing all people a few minutes before the schedule because no one had been back in touch.
The employee remains at work, has changed work schedule to fit around the Covid etc. If anything, has completely worked throughout the last year above and beyond to ensure work ethic is not compromised despite this ongoing. This has seen much praise from colleagues and customers which have been noted on the professional record for the company. Infact, the investigating officer actually passed remarks at how well thought of the employee is (which was they remarked was comments by more than a few employees!) and that they can see how hard they work. The investigating officer said that this has been put in the report which I'm unsure if this will make all that much difference.
The employee has not been to occupational health - making the issue confidential it means it would be pointless. Did consider getting signed off with stress as this has gone on for over a year now and is causing expected stress but didn't want to look bad!
Any guidance would be gratefully received...
Thank-you,
KB
Currently involved (one way or another) in a work investigation. Without the full intricacies this is something which happened at the start of May 2019. Was raised and proceeded an investigation. The reasoning behind the allegations is due to extremely sensitive mitigating circumstances (which I can elaborate on if required - just not sure it was relevant yet). I am actually shocked that they've brought them as far as this as it's extremely stressful to discuss person-to-person during the investigation meetings which have taken place so far as involves private life issues. The actual issue resulted in a short period of sickness (only 3 weeks as employee really opposes having time off) with the head of department sending out a lovely card highlighting that they've heard they'd had a real rough time and they were thinking of them and not to rush back until ready! When arrived back at work - this began.
I've read lots for 'reasonable time' for a work investigation. Due to the current Covid restrictions, this investigation has been delayed twice (In apparent agreement with the unions). Correspondence was sent to the employees OLD address saying that the investigation was delayed further notice and delivered as a signed, recorded delivery the day that they set their time schedule to get in touch by... Due to the isolation and the employee no longer living at the address - the sent mail was not received by them and they received it two weeks later (their parents address & due to covid restrictions had not been received) - the workplace still don't know if I've got the letter or not. Was considering sending it back? Thoughts? The workplace had clearly not updated their records in HR despite the actual employee updating their records with them on the system.
As for reasonable time frames - just before the Covid an email was received from the investigating officer saying that he needed all documents signed and completed for minutes to the meetings as he was being rushed to 'wrap up' the investigation. Five days later a letter was sent saying that the investigation was going to be delayed until further notice. This is obviously quite distressing as it drags out a process that is already exceeded what could be considered 'reasonable'. There have been weeks/months where nothing has happened - then a mad rush - then a further unnecessary delay. He said he'd clearly finished his investigation and was wrapping it up to submit that following day. There has also been problems with the actual arrangement of the meetings that have been attended. The room was not confirmed (as promised),for the meeting and it meant the employee was calling/emailing all people a few minutes before the schedule because no one had been back in touch.
The employee remains at work, has changed work schedule to fit around the Covid etc. If anything, has completely worked throughout the last year above and beyond to ensure work ethic is not compromised despite this ongoing. This has seen much praise from colleagues and customers which have been noted on the professional record for the company. Infact, the investigating officer actually passed remarks at how well thought of the employee is (which was they remarked was comments by more than a few employees!) and that they can see how hard they work. The investigating officer said that this has been put in the report which I'm unsure if this will make all that much difference.
The employee has not been to occupational health - making the issue confidential it means it would be pointless. Did consider getting signed off with stress as this has gone on for over a year now and is causing expected stress but didn't want to look bad!
Any guidance would be gratefully received...
Thank-you,
KB
