No one can absolutely answer that question for you, but here is a tool to help you make your decision.
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Look at the matter
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(1 point)
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(2 points)
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(3 points)
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The matter to be investigated is
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Simple, involving two parties and one or two
incidents
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Moderate in Complexity, involving more than
two parties or multiple incidents
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High in complexity, involving multiple
parties and multiple incidents, or
allegations of hostile environment
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The person(s) accused of misconduct
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Are non managerial and at the same rank as
the complainant
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Are middle management
and
higher in rank than the complainant
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Are senior managers or executives
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The complaints involve
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Inappropriate language, jokes or simple
misconduct
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A combination of inappropriate language and
multiple acts of misconduct
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Extreme racial, sexual or
threatening/harassing behavior
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The person to do the investigating
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Is extremely experienced and confident
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Has some experience, but is uncertain about
the best way to proceed
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Is inexperienced OR is in a reporting
relationship to a party in the investigation
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1-4: Almost certainly manageable internally
5-9: Consider using outside investigator
10: Recommend outside investigator
It depends on what management already knows about that situation and what the history has been with regard to the supervisor, the subordinate, and other employees. For example, if management has compelling reasons to believe that (i) the relationship was not unwelcome on the part of anyone, (ii) no one else’s job assignment or working conditions were affected, (iii) no workplace policies were violated, and (iv) there has not been a pattern of such relationships, then the employer might not need to undertake any further investigation if the situation essentially has resolved itself through the supervisor’s resignation. If you are not sure that all of those criteria are true, then a prompt investigation might be necessary in order to determine what really went on and to assess the best way to move forward. There may be a need to change something in the way the workplace operates, or there may be a need to support or remedy an employee who has been adversely affected by the situation. If further investigation seems necessary, it would probably have a different focus and scope than the type of investigation the employer might have conducted if the supervisor had not already submitted his or her resignation. An additional factor, if further investigation seems prudent, is that it might be easier to obtain information from the supervisor if the questions are asked before his or her resignation becomes effective. (This response is not a legal opinion. Please see terms of use.)
If a supervisor admits to a relationship with the subordinate, and resigns should an investigation be done prior to accepting the resignation?