How to manage investigations

By September 1, 2015Advice, Investigations

An investigation will have to be conducted before an official disciplinary verdict has been issued.

A few things you should keep in mind about investigations are:

  • An investigation is not part of the disciplinary process and this should be made clear to the employee.
  • It only becomes a disciplinary issue once the investigation has been carried out and it has been decided if formal action should be taken.
  • The investigation should be carried out by someone who will not ultimately be involved in any disciplinary action.
  • As an employer, you should never assume guilt or innocence.
  • Legally, an employee does not have the right to be accompanied by a colleague or work representative although it is best to allow representation.
  • The investigating officer is appointed to ascertain the facts of the case, and should also interview other staff who may have been involved.
  • Formal witness statements should then be prepared and signed by the employee. (Unless the witnesses have agreed to their names being revealed these should be removed).
  • If the investigation results in a disciplinary process, the employee needs to be given access to all evidence obtained during the investigation.
  • Once completed, the investigating officer should prepare a report summarising the findings.
  • The employee will then be informed of the outcome by their line manager. Either there will be no further action or the employee will be invited to a disciplinary hearing.

You can also call Deminos for more information on 020 7870 1090.

Author chris swindells

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