When a worker is the subject of a criminal investigation, HR needs to tread carefully to ensure procedural fairness.
When an employee is subject to a criminal investigation, HR professionals need to avoid any knee-jerk reactions to avoid potential legal recourse.
The role of HR in these circumstances will hinge greatly on whether the alleged conduct is connected to the employee’s work and could impact on their work, says Lucienne Gleeson, Associate with PCC Lawyers.
“Some common examples of criminal investigations that can arise in the workplace include fraud and embezzlement, stalking/ intimidation of co-workers, illegal drug use, serious driving offences and stealing,” Gleeson told HC Online.
If HR has established that the employee is under criminal investigation for a work related issue, Gleeson says they should take the following immediate steps: