In every organisation there are those who cross the line. Whether it
is fiddling their expenses, accessing porn on their work computer, “
inflating ” their performance figures or influencing who wins a
contract. If misconduct is suspected who will investigate?
A new series of Line of duty has started. AC 12 are
once again investigating corrupt police officers. They are the police
who investigate the police. They are not popular with your average
officer . They are smart, they have to be. Their experience as police
officers means they know how things work, they know the temptations,
the short cuts and the difference between bending the rules and
breaking them. Most significantly -they know what questions to ask.
Who performs this role in your organisation? Do you have a specialist
team who investigate allegations of gross misconduct or do senior
management nominate a a different suitably experienced manager on each
occasion? Chances are the investigating officer(s) will be paired up
with someone from HR for advice on the type of evidence necessary to
successfully take an individual to a formal disciplinary hearing.
HR have expertise from advising chairs at disciplinary hearings, they
know that unlike a court of law management do not need to demonstrate
beyond reasonable doubt but merely on the balance of probability it is
reasonable to assume the individual’s guilt. HR are also there to
ensure the organisations own policies and procedures are adhered to.
There is nothing more frustrating or embarrassing than to dismiss an
employee only to have an Employment Tribunal award them compensation
for wrongful dismissal because the organisation failed to follow its
own disciplinary procedures.
In this respect HR are the AC 12 of most organisations,
investigating allegations of misconduct, identify the abuse of power
and uncovering the lies without of course the guns, violence and car chases.
Blair Mcpherson former Director, author and blogger www.blairmcpherson.co.uk