Plan a fair investigation of a workplace complaint: scope, interviews, evidence, procedural fairness, and when to bring in an external investigator.
Plan an investigation. The complaint (de-identified): {{complaint}} (nature, who's involved by role, severity, any history, our size and HR capability).
Plan: the threshold call first — internal vs external investigator (external when: senior people involved, serious allegations, or we can't be impartial — score my situation), scope defined in writing (the specific allegations, not a fishing trip), interim measures if needed (separation of parties WITHOUT punishing the complainant), the interview sequence (complainant → witnesses → respondent, with the respondent given the allegations in enough detail to respond — procedural fairness is non-negotiable), evidence handling (contemporaneous notes, documents, the confidentiality instruction to each interviewee), the balance-of-probabilities finding format, and outcomes proportionate to findings. Timeline: weeks not months — delay is its own unfairness. Flag what in my description needs legal advice before I start.
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