Independent investigation into a grievance allegation
The situation
A charity employee had made complaints about a member of the Board of Trustees, alleging the individual had been influenced by a third party leading to mismanagement of the charity. The employee lodging the grievance believed these actions were a breach of trust (and their contract).
Prior to our involvement, another external professional had attempted mediation without success, resulting in the two parties moving even further apart on the matter, and becoming more rooted in their positions. It was clear to the charity that they needed a different approach.
Attempting to go straight to a resolution without first working through the issues raised had led to a stalemate, and the complainant still firmly believing they were in the right. Our objective was to step in and provide an independent and unbiased assessment of the situation, taking in the issues raised and the viewpoint of all involved to identify the right outcome.
Our approach
Our remit in this case was to not only investigate the grievance, but also to present evidence that would support the proposed resolution. After their initial unsuccessful attempt at mediation, the Trustees agreed to hand over the whole process to us and be bound by our findings and recommendations.
Our USP in these cases is to offer complete impartiality and we do this by taking an enquiring and analytical approach to the investigation. Being completely neutral to the charity, the situation, and the individuals involved enabled us to look from all angles and ask the right questions.
Our process is structured and effective and begins with gathering all the background details and documents, including the source of the allegations and any evidence to support that. We also consider any relevant contractual and policy documents and then meet and interview those involved to get their statements drafted and approved.
The outcome
Our investigation uncovered that the employee’s allegations were based on assumptions and paranoia rather than facts and didn’t consider the charities legal obligations to engage with their beneficiaries (which had been done correctly).
The evidence also revealed that the complainant’s behaviour was unjustified and somewhat manipulative. On sharing our findings alongside the supporting evidence, the complainant still firmly believed she was correct and didn’t accept our conclusions.
After presenting all the facts, we attempted to mediate for a second time to restore the working relationship, but this was unsuccessful. The complainant remained unable to accept any responsibility for the breakdown and still blamed the Board member, despite the weight of evidence against her view.
At this point the parties agreed to go their separate ways. As a direct result of our formal investigation of the grievance, the terms of exit were significantly reduced from proposals made by the complainant at the first mediation.
If you need help with a grievance investigation
Outsourcing grievance and disciplinary investigations is effective for both employees and employers, because it ensures an impartial and legitimate process. Something that can be hard to achieve internally when emotions are running high.
Our team are very experienced at handling investigations and have successfully completed many cases involving sexual harassment, bullying, breach of trust and more.
Get in touch to book a FREE 30-minute consultation call with our team to find out more.