Workplace Investigations Go Remote--Is Your Team Ready For Navigating This New Landscape?
Virtual workplace integrations made possible by software like Zoom, Skype, and GoToMeeting, are helping employers and employees navigate this unprecedented moment. And although employees are not physically together in workplaces, misconduct, sexual harassment, and hostility show no signs of letting up, as employees move to working remotely. Smart and forward-thinking employers need to consider what a hostile work environment looks and feels like in a digital/remote context.
People managers need to be especially cognizant of employees experiencing unique challenges amongst the increased stress, anxiety, and uncertainty spurred by the COVID-19 pandemic.
Fortunately, employers who take carefully measured action are in an optimal position to curtail potential investigations and lawsuits. Here are a few of the most important steps employers can take to limit risk:
Creation of Clear-Cut Policies Regarding Misconduct While Working Remotely
By outlining specific guidelines in black and white, you can clearly articulate clear expectations for your employees to follow regarding virtual work. The policy should address any and all possible considerations to prevent ambiguity. Offensive language and jokes shared in a Zoom room carry the same potential legal liability as if they occurred in an office boardroom.
Maintaining Easily-Accessible Reporting Channels
Do your employees have a thorough understanding of how they should make a report if they witness hostility, bullying, sexual harassment, or other misconduct remotely? Despite not having a physical human resources “door” to knock on for reporting, your employees need to be aware of how to make reports. Employers do not want lawsuits waiting for them when court systems eventually reopen.
Sprint to Adapt
Lawsuits and employee morale will not wait for employers and HR managers to adjust to a learning curve for navigating this new remote working landscape. By spreading awareness to employees and maintaining good situational awareness, you can limit the opportunity for harmful harassment to spread. Employers, although not physically seeing their employees daily, still retain the power to create misconduct-free workspaces and to mitigate against the possibility of costly lawsuits. Taking preventative action can save you, your employees, and your business as a whole valuable time and resources.
