Skip to main content
Contact Hotline

Workplace Investigations

Use this resource to help you navigate an employee concern. Your unit may have a specific process for responding to employee concerns. If you need assistance, contact your unit HR person.

Jump to:

Why does this resource exist?

  • Accountability: When employee concerns can be handled within your unit, it is a best practice to ensure that all actions are documented and the proper information is available for all parties involved.
  • Support: The University provides a number of resources and by fully understanding the situation, you can be sure that your employee is being referred to the proper experts regarding their concern.

Keep in mind, Labor Union concerns may need to be handled differently.

  • If your workforce is part of a union, be sure to follow any required processes or grievance procedures outlined in those contracts. Employees who undergo a grievance procedure or other disciplinary or investigative process outlined in a labor contract may not also utilize another investigative or disciplinary process.  If you have questions, contact your HR person.

 

  • If your workforce is in a union, ensure that they know they have the right to contact their union steward for representation.

Best Practices for Reacting to an Employee Concern

Remain neutral and factual.

  • Acknowledge receipt of the concern.
  • Explain next steps to the impacted party.
  • Do not promise outcomes.

Remember to lead with humanity.

Navigating a workplace concern can feel overwhelming, confusing, and sometimes isolating. You are not alone—the University of Michigan has resources to support everyone, whether you’ve raised a concern, been impacted by a situation, or are responding to an allegation.

If there is ever a concern for immediate safety, please call 9-1-1.

You received a report about an employee concern. Now what?

  • If you aren’t sure whether you can be impartial, or have questions about whether you have a conflict, you may wish to contact Samuel Baker, Associate Director of Investigations.
  • If so, speak with the unit who has reviewed the concern before taking further action.

REMEMBER!
Answers to these questions may change based on new information. Come back to them as needed!

REMEMBER!
All information learned through this process should only be shared with people or offices who need to know.

Does the allegation, if true, constitute a potential violation of an SPG, departmental policy, regulation, law or other documented University expectation, therefore requiring an investigation?

Use the toolkit. Seek support if needed.

Because: 

  • Policy was not violated, no other issues to address OR
  • There was a miscommunication or lack of communication that has been remedied OR
  • The complaint is based on a business decision OR
  • Someone misunderstood a policy OR
  • Something else

 

  • Utilize a non-investigative option, where appropriate and feasible OR
  • Notify Respondent (person about whom the report was filed) but take no further action

When possible, speak to the Complainant (impacted party) to better understand their concerns.

Questions to Consider:

  • Who is involved?
  • Where did the incident(s) occur?
  • What happened?
  • When did the event(s)/issue(s) occur?
  • What else should I know?

Now that you have more information, you can reassess.

In all cases, document reason for closure and steps taken. See documentation guidelines for more information.

Resources for Navigating Workplace Concerns

Provide this information to any employee who has been impacted by a reported concern: 

Ann Arbor Campus + Michigan Medicine Dearborn Campus Flint Campus
Jump to:
Contact Hotline