Disciplinary Investigations
At some point, an organisation will face a situation where an allegation of wrongdoing comes to light. In such circumstances it is important to follow the disciplinary procedures of the organisation.
Remember that an allegation of wrongdoing is not proof of anything in itself: it is always necessary to have disciplinary investigations to decide whether or not the allegations should progress to a disciplinary hearing. The hearing will then determine, based on all the evidence, whether or not there was wrongdoing on the part of the individual concerned.
Flawed or non-existent disciplinary investigations may prevent the truth from being exposed, and could prompt inappropriate action to be taken, such as a decision to dismiss the individual. The risks of this approach and subsequent outcome are considerable. For example, If the
interviews, reviewing all the evidence and supplying an investigation report indicating whether the matter should be progressed further or not. We also advise on all aspects of defending an Employment Tribunal claim if such a need arises
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