Welcome to the Investigators' Toolkit

The investigator toolkit is a series of pages for UN lay investigators, specifically those appointed to conduct investigations regarding alleged prohibited conduct, such as harassment, discrimination and abuse of authority under ST/SGB/2019/8 (“Addressing discrimination, harassment, including sexual harassment, and abuse of authority”). The pages include a refresher on the training received, things you need to know, templates and links to useful documents.

It aims to refresh and keep up to date the knowledge investigators need but does not serve as exhaustive guidance.

This toolkit does not confer, impose or imply any new rights or obligations other than those contained in relevant United Nations regulations, rules and issuances.

How do I use the Toolkit?

The Investigator’s Toolkit Index presents various topics of interest. You will find links to the Policy Portal for formal documents such as Secretary- General Bulletins and Administrative instructions, Frequently Asked Questions (FAQs), and a list of the most commonly relevant acronyms.

In addition several templates are available with pre-authorized users valid authenticated credentials.

Please contact the Administrative Law Division should you need further assistance.

Prohibited conduct

Prohibited conduct is the collective term for discrimination, harassment (including sexual harassment) and abuse of authority.

A single event can be more than one type of prohibited conduct. Disagreement on work performance is normally not prohibited conduct and is dealt with in the context of performance management.

Panels

Panels are set up following a decision by a responsible official that a formal report of prohibited conduct should be investigated.

Key Behaviours of Investigators

The purpose of an investigation is to gather information to establish the facts that gave rise to the allegation of prohibited conduct. In order to do this, the panel must act at all times in accordance with key principles.

Investigation Contexts

All managers have a duty to:

Take all appropriate measures to promote a harmonious work environment, free of intimidation, hostility, offense and any form of prohibited conduct;
Maintain open channels of communication and ensure that staff members who wish to raise their concerns in good faith can do so freely and without fear of adverse consequences;
Address any reports and allegations of prohibited conduct promptly, in a fair and impartial manner, and with concrete action.

Understand the context of investigations

Templates

Templates are available on the Templates page (Accessible to roster of trained investigators only)

Please contact the Administrative Law Division should you need additional support.

FAQ

Still have questions? Visit the Frequently Asked Questions

References

Key Documents

ST/SGB/2019/8 - Addressing discrimination, harassment, including sexual harassment, and abuse of authority
ST/AI/2017/1 - Unsatisfactory conduct, investigations and the disciplinary process
ST/SGB/2017/2/Rev.1 - Protection against retaliation for reporting misconduct and for cooperating with duly authorized audits or investigations
ST/SGB/2004/15 - Use of information and communication technology resources and data