Resource persons play an advisory role in harassment investigations
To maintain the independence and credibility of the Employee Assistance Program, the client is generally responsible for receiving complaints, conducting investigations, and filing reports.
Under such circumstances, non-interference is paramount so as not to interfere with the organization’s internal investigation process. When a harassment complaint is filed, any request for complementary services from the client’s employees must be evaluated by our team of health and organizational development advisors to ensure that it would not interfere with the handling of the complaint and to avoid harming the reputation of employees or interfering with the steps of the investigation (such as team building, debriefing sessions, and training).
Longpré can, however, place at your disposal a consultant who can participate in meetings of the committee in charge of the investigation – not as chair, but as an external resource person supporting the committee, which is usually composed of union and management reps.
As a resource person sitting on the investigating committee, the consultant can advise the committee at various steps of the process:
- Drafting the allegations made in the complaint
- Evaluating the admissibility of the complaint
- Conducting investigative interviews of witnesses together with committee members
- Revising the formulation of recommendations
- Revising the final investigation report and recommendations regarding the communication of the results to management, the complainant, and the subject of the complaint