Visit us
B:HIVE, Smales Farm, 72 Taharoto Road, Takapuna, Auckland 0622
Email us
info@teesdaleassociates.com
Call us
021 920 323
Independent and comprehensive culture reviews.
Our team are experienced independent investigators and reviewers, with significant experience across all sectors. We are members of the American Association of Workplace Investigators (AWI) and our consultants are licenced private investigators under the auspices of the Private Security Personnel Licencing Authority (PSPLA):
We investigate a wide range of issues, including:
- Bullying
- Sexual harassment
- Other types of serious misconduct such as misappropriation, intellectual property breaches and conflicts of interest
- General employment relationship problems
- Misconduct or performance issues.
- Health and Safety issues.
We are also engaged to conduct reviews of workplace culture to find out what’s really going on.
We provide:
- An independent approach, free from in-house politics and bias;
- Immediate response to deal with your issue;
- Professional and comprehensive investigation processes;
- Commitment to the principles of natural justice;
- Sound judgment in reaching findings of fact based on many years of experience
- A comprehensive written report;
- A focus on getting the task completed without delay;
- More time for you to focus on your key responsibilities;
- All at a cost-effective price.
Once you provide us with the terms of reference for an investigation, our role is to ascertain the facts of the particular situation and prepare a full written report.
Armed with our independent report, you can decide on the proper course of action with confidence.
We do not decide on whether or not disciplinary action should be taken – that is your decision.
We also provide training on the conduct of investigations.
Our process is driven by client requirements, but typically involves the investigator:
- Receiving the terms of reference and any documentation relevant to the investigation.
- Developing a plan for the conduct of the investigation.
- Gathering any other documentary evidence that may be relevant.
- Interviewing the complainant(s) and any other witnesses, usually face to face but could be by Teams or VC. Interviews are recorded, then transcribed.
- Providing the information gathered to the respondent and the complainant.
- Interviewing the respondent and any other relevant witnesses.
- Providing the information gathered to the respondent and the complainant.
- Analysing the information collected to make findings of fact.
- Providing a draft report to the complainant and respondent.
- Inviting the complainant and respondent to review and comment on the draft report
- Preparing the final report for the client and providing copies to the complainant and respondent.
Then you decide what disciplinary action, if any, is justified.
Workplace Investigations & Culture Reviews FAQs
If a potentially serious issue of misconduct arises, you may be faced with the need to take strong action, perhaps up to and including termination of employment. Therefore, you want to get it right to be fair to the parties involved and to avoid legal risks for the business. With external investigations you will benefit from:
• An independent approach, free from in-house politics and bias,
• A professional and comprehensive investigation process,
• Commitment to the principles of natural justice,
• Sound judgment in reaching findings of fact based on many years of experience,
• A comprehensive written report, from which you will be fully informed to decide on the type if disciplinary action, if any.
Yes, they are usually confidential to the parties directly involved.
They may be conducted internally if there is a competent internal resource available. If not, consider an external investigator. If the matter is serious, an external investigator is likely to be the better option to remove any perception of conscious or unconscious bias.
Yes, that is most often the case so the complainant can see how they got their point across and so the respondent(s) can see what the complainant(s) are alleging.
Typically, the process involves the investigator:
• Receiving the terms of reference and any documentation relevant to the investigation
• Developing a plan for the conduct of the investigation.
• Gathering any other documentary evidence that may be relevant.
• Interviewing the complainant(s) and any other witnesses, usually face to face but could be done remotely.
• Transcribing the recorded interviews.
• Interviewing the respondent and any other relevant witnesses.
• Providing the information gathered to the respondent and the complainant.
• Analysing the information collected to make findings of fact.
• Providing a draft report to the complainant and respondent.
• Inviting the complainant and respondent to review and comment on the draft report
• Preparing the final report for the client and providing copies to the complainant and respondent.
Then you decide what disciplinary action, if any, is justified.