If done badly, you could lose the confidence of the entire workplace, warns employment lawyer
When your top employee is suddenly accused of misbehaving, how should you proceed?
The issue recently reared its head in the UK, when morning TV host Philip Schofield was accused of having a secret relationship with a "much younger man" – stepping down from GMTV and other subsequent public appearances.
ITV, the broadcaster, then issued a statement claiming it had launched an investigation into the alleged affair, however it found no "evidence of a relationship beyond hearsay or rumour". After this, other members of the show came forward alleging a “toxic culture” existed on set – with yet more rumours and allegations mounting against the show and Schofield himself.
Now, an external investigation is taking place – one which will look into both the nature of the alleged affair and the broadcaster’s internal investigation. It begs the question – when should an employer step in and investigate allegations? And, should this investigation be any different if it concerns a high-performing employee?
“No, it shouldn’t,” says Mike MacLellan, partner at CCPartners. “In any case, there's going to be certain sensitivities. As an employer, you have to make sure that you're aware of the circumstances of every particular investigation - but you don't get to not investigate a complaint just because the potential respondents is a superstar employee, or have some kind of position of importance or...
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