While employee relations investigations are an important part of organisational practice for managing workplace issues, there is growing evidence of the significant harm they can cause to individuals being taken through them. This harm can also spread further to those involved in their delivery, as well as impacting organisational culture and reputation, leading to financial and economic harm.
Under Investigation proposes a shift in mindset that prioritises employee wellbeing alongside the application of the process, reducing potential harm and creating healthier work environments. Based on a programme of work and research within NHS Wales, it explores the wider impact of employee investigations, considers new approaches to applying disciplinary policy and includes a call to the human resources profession for change.
Jadual kandungan
Foreword – Peter Cheese
Introduction – Andrew Cooper, Adrian Neal
Part I: Counting the Cost
1. The Impact on the Investigated: The Harm That Can Be Caused to Employees Who Are Subject to Disciplinary Investigations – Benna Waites, Khadija Rouf
2. The Impact on Investigators: The Harm That Can Be Caused to Line Managers and Others Involved in Disciplinary Investigations – Richard Saundry, Andrew Cooper
3. The Impact on Culture: The Harm That Can Be Caused to Organizational Culture by Avoidable or Poorly Managed Disciplinary Investigations – Adrian Neal, Andrew Cooper
4. The Impact on the Bottom Line: The Economic and Financial Harm That Can Be Caused by Avoidable or Poorly Managed Disciplinary Investigations – Roger Kline, Ceri J. Phillips
Part II: Making the Change
5. A Last Resort: How Making Employee Investigations a ‘Last Resort’ Can Lead to Their Reduction, Fewer Sick Days and Costs – Doris A. Behrens, Sarah Simmonds
6. Creating Compassionate Cultures: How a Compassionate Culture Leads to the Reduction and Better Management of Employee Investigations – Michael West, Rhiannon Windsor
7. First Principles: How Fair, Comprehensive, Clear and Compassionate Disciplinary Policy and Processes Minimize the Harm and Costs of Employee Investigations – Jo Yarker, Adam Morgan
8. Alongside the Lawyer: How Understanding the Lawyer’s Perspective Supports the Better Management of Employee Investigations – Tracey Rosell, Sammie Morris
Part III: Charting the Future
9. Working in the Grey: How HR Can Mitigate Organizational Risk and Promote Employee Wellbeing in the Management of Employee Investigations -– Aoife M. Mc Dermott, Liz Rogers
10. Avoidable Employee Harm: How the Concept of Avoidable Employee Harm Can Be Used To Improve the Management of Employee Investigations – Jonny Gifford, Andrew Cooper, Aled Jones
11. A Systematic Approach: How an Effective Occupational Health and Wellbeing Approach Can Improve the Management of Employee Investigations -– Kevin Teoh, Nick Pahl
12. The Disciplinary Policy and Beyond: Steps To Improve the Management of Employee Investigations – Andrew Cooper, Rhiannon Windsor, Adrian Neal
13. A Call to Action: The Disciplinary Process Through the Lens of the CIPD Profession Map: Principles-led, Evidence-based, Outcomes-driven – David D’Souza, Julie Rogers
Mengenai Pengarang
Dr Adrian Neal is the Head of Employee Wellbeing in Aneurin Bevan University Health Board in NHS Wales and a Consultant Psychologist. Qualified in both clinical and business psychology, he leads a service providing psychological therapy for employees, consultation and support for teams and external organisations. He has worked across the public sector, including health, education, policing and government on employee experience and wellbeing initiatives. He has published widely and holds honorary roles with Cardiff and Plymouth universities and is a long-term member of the British Psychological Society’s Leadership and Management Faculty.
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