Employers must have the proper investigative procedures in addition to a comprehensive nondiscrimination policy and training program to properly address complaints of discrimination once they are made. When looking into a workplace discrimination singapore complaint of harassment or discrimination, take into account the following that is mentioned in the article.
Investigating the complaints
Investigate right away. Do not wait; start your investigation as soon as the complaint is received. No matter how insignificant they may initially seem, take all complaints carefully.
Choose a private investigator. Select a person to conduct the investigation, typically an HR specialist experienced in dealing with discriminatory practices or other employee issues. Depending on the seriousness of the alleged incident, whether an employee files discrimination claims against a high-ranking authority within the employer’s organization, and/or whether the employee decides to make the complaint public, the choice of a third-party investigator, of that kind as outside advisors or a consulting firm, may be appropriate.
Review the evidence and conduct interviews. Conduct the necessary interviews and document reviews. Start by telling the employee who filed the complaint that it is being seriously considered. To make an informed choice, encourage staff to be honest and transparent about the circumstances around the complaint.
Think about confidentiality. Tell the aggrieved employee and the other employees who were questioned that, to the best of our ability, precautions will be taken to guarantee confidentiality and prevent pointless disclosures.
Keep Retaliation at bay. Make sure that under no circumstances, the aggrieved employee will face retaliation. Any act that would have discouraged a reasonable person from first filing a complaint qualifies as unlawful retaliation and goes beyond the usual adverse personnel decisions like terminations, demotions, and salary reductions.
Keep track of the investigation. During the interviews, the researcher should take thorough notes. Record every action performed during the inquiry, noting who was interviewed, when, and where, as well as who was present. List any records that were looked at during the investigation.
Apply the Proper Disciplinary Measures. Inform the participants once the investigation is finished, and then take the necessary disciplinary measures against the alleged offender right afterward. The form of disciplinary punishment will always rely on the facts, including how serious the infraction was, and may include additional anti-discrimination training or counseling, anti-discrimination counseling, a warning, suspension, or even termination.
So, this is how you may look into the case of discrimination.