Date
Done
Action Taken
| Investigation Checklist | ||
|
Date |
Done |
Action Taken |
| Interview the person making the complaint. Get the facts. | ||
| Determine the nature of the complaint before initiating an informal investigation. What company policy, guideline or procedure is involved? | ||
| Determine if an internal investigation is needed. Can it be resolved or do you need further information? | ||
| Plan the investigation. Determine who will investigate, the order of the interviews and questions to be asked. | ||
| Conduct the investigation. Be prepared, stress confidentiality and emphasize that no conclusion has yet been reached. | ||
| Start with broad questions, obtain detailed information and stress seriousness and confidentiality. | ||
| Before closing the interview, review answers, ask for any additional information and stress seriousness and confidentiality | ||
| Assess credibility. Make notes, review chronology of events, demeanor, admissions, denial, conflicting statements and plausibility. | ||
| Make recommendations after completing your analysis. Were policies, guidelines or procedures violated? Were any laws broken? Consider employee's company history. What, if any, discipline should be taken? | ||
| Comply with the company's policies regarding documentation. Distribute findings to appropriate people and document proper files. | ||
| Investigator | ||
| Name | ||
