Consultation in case of victimisation

We help you as an employer who needs advice and guidance in the event of suspicion of victimisation, bullying, harassment and sexual harassment in the workplace. The position is based on legal requirements according to AFS 2015:04.

What it is

The service is an initial consultation aimed at clarifying the scope, severity, and complexity, and to ensure what measures need to be taken. In the consultation, we examine the current situation, history and course of events, previous efforts and effects, the behavior of those involved, and other relevant circumstances.

After the consultation, you will receive suggestions and recommendations for further actions. This may involve solution-oriented efforts based on our recommendations at Falck or efforts from Falck in the form of a preliminary study, a pre-assessment, or a full-scale investigation.

Read more about Falck's investigative services

How it works

1. Order the service
   Fill in your contact details in the order form and briefly state your request. Once you have submitted the order, you will immediately receive an email with a link to online booking, allowing you to book a consultation time yourself.
2. Consultation
   We conduct a thorough consultation aimed at clarifying the complexity and ensuring what measures need to be taken.
3. Possible further actions
   After the consultation, we will provide recommendations for possible further actions, depending on what emerged during our conversation.

Falck's investigative services in brief

Here we describe the efforts that we at Falck may recommend as the next step after the completed task dialogue.

Pre-assessment

A pre-assessment is suitable when there is suspicion of actions that could constitute discriminatory harassment and where there is a need for further clarification of the extent, severity, and issues.

The purpose of a pre-assessment is to give you, as the client, an understanding of the situation and to investigate whether it involves discriminatory harassment or not. You, as the client, receive recommendations so that you can act and take appropriate measures. A pre-assessment does not answer the suitability of individuals for their roles in the organization. If there are indications of discriminatory harassment, a full-scale investigation may be recommended.

How it works

1. Interview with the person who reported
2. Interview with the person(s) reported
3. Possibly interview witnesses deemed relevant
4. Assessment regarding indications of discriminatory harassment
5. Verbal and written feedback to the client with recommendations at the individual, group, and organizational levels
6. Feedback to the parties.

Full-scale Investigation

A full-scale investigation is suitable when there are strong indications that discriminatory harassment and/or harassment may have occurred. The investigation is also suitable when there is a clear report of harassment or sexual harassment.

The purpose of a full-scale investigation is to determine whether discriminatory harassment, harassment, or sexual harassment can be substantiated. A full-scale investigation is always conducted by two investigators.

How it works

1. Interview with the person who reported
2. Interview with the person(s) reported
3. Interview with witnesses deemed relevant
4. The parties approve written interview summaries
5. Right of reply and full transparency between the parties
6. Fact collection/review of relevant documentation
7. Assessment regarding discriminatory harassment, harassment, or sexual harassment
8. Verbal and written feedback to the client with recommendations at the individual, group, and organizational levels, as well as highlighting underlying causes and connections
9. Feedback to the parties

General Information

The above efforts and investigations should be considered as work environment investigations and should not be mistaken for legal processes. They have an overarching purpose to ensure a good work environment and to prevent the risk of ill health due to organizational and social conditions in the work environment. The results and recommendations for measures are not binding - it is entirely the employer's responsibility to make decisions on any measures in the matter.

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