For those involved in an investigation, whether as a complainant, respondent, or even as a witness, the process can be stressful at times.
But what do you do when you either know or believe that one (or more) of the parties involved in an investigation may either have a mental illness or other significant impairment?
Join Cathyrn Prowse, Partner, Colin Biggers and Paisley and Grevis Beard, Director, Worklogic for a lunchtime seminar on Wednesday 15th March from 12.30 p.m., where they will answer the following questions:
- What must you do in order to ensure that you meet your legal obligations of fairness and also investigation transparency ?
- How should you approach interviewing, the analysis of evidence gathered, and communication generally during the investigation process?
- What consideration do you give to an employee’s mental illness in relation to an investigation finding that there was employee misconduct ?
- What guidance can be deduced from the relevant cases in this area?