Letter informing an employee they are subject of a bullying allegation

What is a letter informing an employee they are the subject of a bullying allegation and when should you use it?

 

Fair employee interaction remains absolutely paramount to the legal robustness of your disciplinary process.

This applies equally to allegations of bullying.

With either serious or gross misconduct it’s likely that you’ll need to internally investigate the circumstances.

This letter confirms that following an accusation of bullying against an employee,  you have decided it is necessary to conduct an investigation into this allegation.

It advises the employee about the process involved and the next steps.

It assumes that you have carried out a formal hearing with the employee who has made the allegation and you are satisfied that the allegation has merit.

Our step by step guide to handling disciplinary issues will highlight what you should have done by now, and take you through the appropriate next steps.

We recommend that you read this guide before continuing and that you follow the steps closely.

 

What else do you need to do?

 

Your employment contract with the employee and your disciplinary policy within your employee handbook should make very clear what behaviour or activity constitutes misconduct and therefore justifies you taking the steps to investigate the allegations levelled at your employee.

Make sure that whenever you’re faced with allegations of bullying or misconduct, you follow the process set out in your disciplinary policy.

Be clear about the allegations that have been raised against the employee.

Be as clear as possible so that the employee cannot claim any misunderstanding or ambiguity in what has been communicated to them.

You may also find our step by step guide to carrying out an investigation useful

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