Date investigation was opened:
Investigator(s) name(s):
Name, title and department of accused:
Description of the allegation (include names, location of incidents, times, dates):
Name, title, department of accuser(s):
Interview timeline (include dates and times of interview, location of interview, names of everyone present). Attach interview notes.
Summary of evidence that confirms or denies allegation:
Applicable employer policy (or policies):
Recommended actions for employer to take:
Actual actions taken by employer:
Date accuser was notified of actions taken:
Date accused was notified of actions that will be taken:
Other post-investigation follow-up conversation(s) (include dates, names and topics of discussion). Attach relevant meeting notes.
Date investigation was closed:
An organization run by AI is not a futuristic concept. Such technology is already a part of many workplaces and will continue to shape the labor market and HR. Here's how employers and employees can successfully manage generative AI and other AI-powered systems.
Related Content
HR must always include human intelligence and oversight of AI in decision-making in hiring and firing, a legal expert said at SHRM24. She added that HR can ensure compliance by meeting the strictest AI standards, which will be in Colorado’s upcoming AI law.
The proliferation of artificial intelligence in the workplace, and the ensuing expected increase in productivity and efficiency, could help usher in the four-day workweek, some experts predict.
Learn how Marsh McLennan successfully boosts staff well-being with digital tools, improving productivity and work satisfaction for more than 20,000 employees.