Jun 5 2025 | theoutcastcollective
In the realm of workplace investigations, few cases are more challenging—or more common—than the classic “he said, she said” scenario. These situations are murky, emotionally charged, and often lack clear evidence or witnesses. Yet, they demand careful, unbiased investigation to uncover the truth—or at least get as close to it as possible.
Consider this real-world example:
Two young employees are returning home from an office party in a company-arranged cab. The driver later files a complaint under the Prevention of Sexual Harassment (POSH) policy, alleging the pair had been drinking, playing loud music, and engaging in inappropriate sexual behavior during the ride. He claims their actions made him uncomfortable and agitated enough to pull over on the highway and ask one employee to exit the vehicle.
The employees admit to having had a drink but firmly deny any inappropriate conduct. They go on to accuse the driver of acting unprofessionally by stopping the vehicle abruptly in an unsafe location, leaving one of them stranded. In fact, they filed a counter-complaint under Code of Conduct policy.
Now we have a classic “he said, he said” conflict: no witnesses, no video evidence, just two opposing narratives.
So, how should an investigator navigate a case like this—where both sides appear credible, and the truth seems buried in ambiguity?
Here’s a structured approach to finding clarity amidst the chaos:
1. Build a Detailed Chronology
The first step is to reconstruct the timeline—one version from each party. Ask each person to walk you through the sequence of events, step by step:
- When did they leave the party?
- What time was the cab ride?
- What was said or done in the vehicle?
- Was there a specific moment when things escalated?
Pay attention to consistency, clarity, and coherence. A detailed and internally consistent account often speaks volumes. On the other hand, vague timelines or shifting stories can signal a lack of credibility.
2. Seek Corroboration from Indirect Witnesses
In the absence of direct witnesses, indirect ones can be incredibly valuable. Who saw the employees leave the party? Were they visibly intoxicated or acting inappropriately? Has the driver been involved in similar incidents before?
Also, did either party reach out to someone—like a manager, HR representative, or a friend—immediately after the incident? These secondary accounts may help paint a fuller picture of what actually occurred.
3. Gather Objective Evidence
When human memory and perception clash, turn to data. Even fragments of objective evidence can tip the scales:
- Was there a dashcam in the cab?
- Do GPS logs show where and when the cab stopped?
- Are there call records or text messages that support the timeline?
Often, these pieces don’t provide the full story—but they can validate or undermine certain claims, offering much-needed clarity.
4. Construct a Logical Chain of Events
Even without smoking-gun evidence, investigators can often reconstruct a likely series of events based on what’s known. Does the narrative align with the context—timing, location, and expected behavior after a party? Are both parties’ explanations logically and practically plausible?
Inconsistencies with known facts can point toward embellishment or fabrication.
The Bottom Line
In cases like this, the goal isn’t to uncover a perfect version of the truth. It’s to reach a fair and reasonable conclusion based on the preponderance of probabilities—the standard used in most internal workplace investigations. This means determining what most likely happened, based on all available evidence.
Investigators must be thorough, empathetic, and impartial. While these cases are difficult, a clear, methodical approach ensures that everyone involved is treated fairly—and that organizational standards are upheld, even in the greyest of situations.
Take the first step today. Schedule an exploratory consultation via WhatsApp at +91-9372177748 or email lakshmi@theoutcastcollective.com with our DEI experts and start building a workplace where everyone belongs.