Consider suspending the employee. The question of confidentiality during the investigation requires some early thought and applies both in relation to the person conducting the investigation and to any person, such as a witness, who is involved in the investigation. Stage of meeting Background explanation Action points Notes 1. You must prepare for the hearing like a professional. CLOSE ALL. Equally important is the right to appeal the decision. ! However, employers should consider suspending an employee on full pay where allegations against them involve serious misconduct. The investigation needs to be thorough and look at all aspects of the problem. Type a word, a phrase, or ask a question HELP. If you’re unsure, it’s best to Ask a lawyer for advice. The investigation may entail interviewing other employees or witnesses for details on the incident. While the specific allegations themselves will drive many of the questions, there are some basic things interviewers should ask in any workplace investigation. Whenever an employee is suspected of misconduct, it will be necessary to conduct an investigation into the facts of the case. November 2016 Disciplinary meeting interview guide & meeting template. This information is very important because it may be used to monitor trends. Make sure a representative from Human Resources is present during all interviews. Seven Questions You Need to Ask Before a Disciplinary Enquiry 2 . It is not a process to be taken lightly. Do not attach much significance to a general denial by the accused harasser. A disciplinary investigation is the first important step in carrying out a full and fair disciplinary process. i.e. Suspension should not be an automatic reaction whilst the investigation and disciplinary hearing by the employer takes place. These will usually focus on key points relating to the allegations against them. Easy-to-read, question-and-answer fact sheets covering a wide range of workplace health and safety topics, from hazards to diseases to ergonomics to workplace promotion. Think ahead to your next question. The known facts b. To receive a full account, you need to ask the right disciplinary hearing questions to help clarify any points or shed light on any matters. Respondents are strongly encouraged to secure such representation as disciplinary consequences may flow from an investigation. SEARCH. In many cases, it is often the procedural aspects that leave the company exposed and unable to fully defend its case for dismissal. In this article, you’ll see the varying examples of questions asked and answers you should give to make sure everything goes smoothly. Making sure there is evidence of the wrongdoing is crucial. A disciplinary investigation must take place prior to any disciplinary action to ensure that the employer does not fall foul of the Acas code, or the principles of fairness established by case law. A disciplinary hearing can be a make-or-break situation for many an employee. What Happened: This question will give you a general view of the accident that occurred and most times it may point directly to the immediate cause of the accident. The client is a textile manufacturer with a diverse portfolio of operations supplying to the automotive, furniture, bedding, civil engineering, aerospace and construction industries. The parties conducting the appeal should be independent from the investigation and the hearing. Student should be informed about the specific form of academic misconduct they are alleged to have breached. Or other employees or witnesses for details on the investigation may entail interviewing other employees or for... 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