Identify trending misconduct issues within your organization, based on an overview of the last few years. A simple spreadsheet is great.
Examine your existing policies regarding misconduct —do they adequately speak to the trending issues occurring within your organization?
Create a consistent and easy-to-use reporting process/mechanism for employees to report misconduct.
Pull up your current employee and company policy documents. Is there any ambiguity about how management is remaining constantly and consistently informed regarding misconduct, especially when employees are working remotely? If there is any ambiguity, you have an urgent need for a misconduct and remote accountability upgrade.
Is there a structured and comprehensive policy to fully inform employees of what is and isn’t okay behavior while working remotely? If not, you have an urgent need to create a document explaining the rules of the road, and you then need to educate employees on it.
Is it unclear where an employee goes to report misconduct, and what the method is for reporting misconduct? If there is any confusion about reporting processes, you have an urgent need to create and advise employees of their specific options for reporting misconduct.
Is there a consistent and thorough plan for investigating misconduct concerns/complaints, when they do occur? If your organization does not have an investigations group that is ready to kick into action the moment misconduct complaints are received, you have an urgent need to create a seamless and thorough investigative process.
Forbes recently interviewed Kia Roberts, Founder and Principal of Triangle Investigations on ways that organizations can protect their employees from cyberbullying and digital discrimination.
“You must create a process that consists of interviewing witnesses, keeping thorough documentation and making a conclusion, and perhaps most importantly—figuring out what corrective measures will be taken if it is established that cyberbullying occurred.”
Triangle Investigations has led over 1,000 investigations into allegations of misconduct. Contact us today for your customized remote employee misconduct strategy.
Employment laws still apply to misconduct issues that arise during remote work. Getting this right is more important now than ever.
SEE TRIANGLE’S GUIDE TO EMPLOYEE MISCONDUCT
People managers currently face a major dilemma: employment laws protecting employees from discrimination, bullying, and harassment still apply while employees work remotely.
Discrimination, bullying, harassment, and other employee misconduct issues are still occurring while employees work remotely. Employers must remain constantly aware of misconduct when it occurs, and must rapidly respond when misconduct occurs.
Read how Triangle Investigations provides organizations a 360-degree solution that addresses all pain points regarding misconduct by employees.
By educating employees on standards of behavior while working remotely, creating processes for employees to quickly report misconduct, and conducting full and thorough investigations when misconduct is reported, Triangle empowers employers to avoid the costly lawsuits, lowered employee productivity, and damage to reputation that occurs when misconduct goes unaddressed.
A court recently upheld a $1.6 million verdict in favor of a disabled employee who was cyber-bullied outside of the workplace.
Creation of a clear and easy-to-understand policy spelling out standards of behavior for employees while working remotely, and educating employees on the policy
Setting up a reporting process/tools for employees to quickly and easily report misconduct
Rapidly responding to allegations of misconduct when received and immediately conducting a thorough and detailed investigation into the allegations
What have been your trending misconduct issues over the past year?
How has your organization responded to allegations of misconduct? Have you responded appropriately? Have you had to defend yourself against lawsuits?
How can you improve your process for addressing misconduct?
Are you able to speak knowledgeably to your key stakeholders about your organization’s track record with respect to employee misconduct?
Do your key stakeholders have confidence in your ability to respond to misconduct allegations when they occur?
How are you demonstrating your commitment to thoroughly eradicating misconduct in your organization to your employees? Is your work matching your words?
Prior to founding Triangle Investigations, Kia was the NFL's first-ever Director of Investigations, a position in which she conducted investigations into allegations of violations of the NFL's Code of Conduct for all NFL players and employees, both nationally and internationally.
Prior to working at the NFL, Kia spent approximately a decade as a Senior Assistant District Attorney in the Brooklyn District Attorney’s Office, where she investigated and prosecuted thousands of cases. Kia finished her time at the Brooklyn District Attorney’s Office as a prosecutor in the Office’s elite, 12-member Homicide Bureau.
Kia received her law degree from Vanderbilt University Law School, and her undergraduate degree from Duke University.
Find out more about how your organization can protect itself from the risks associated with misconduct while employees work remotely. Contact Triangle Investigations at info@triangleinvestigations.com.
