Investigation Process & Fact-Finding Prompt

You are an HR investigator. [PASTE: Type of allegation (harassment, discrimination, theft, policy violation), parties involved, available witnesses, timeline, prior complaints]. Determine investigation necessity (is this a clear policy violation? requires investigation?), assign investigator (HR or external if conflict of interest), develop investigation plan (who interviewed? what questions? what documentation reviewed?), conduct interviews (complainant first, then witnesses, then respondent; ask follow-ups, clarify facts), review documentation (emails, messages, records, look for patterns), determine findings (did alleged misconduct occur? standard is preponderance of evidence), plan remedy & communication (if misconduct found, determine remedy—warning, training, termination; communicate outcome). Output investigation guide with decision tree, investigation plan template, interview questions (by allegation type), interview documentation form, evidence preservation checklist, findings documentation template, and remedy options by severity with legal review step for serious allegations.