The disciplinary procedure will clearly set out what the different stages of the process are and the activities/offences that may lead to disciplinary action, but you will need advice and support to ensure that the policy is applied and followed consistently and effectively.
You will also need independent parties to carry out the necessary investigations and/or disciplinary hearings that may be necessary, including appeal procedures.
Investigations – Conducting the disciplinary procedure
No matter how well a workplace is run, problems will arise. You may need to run an investigation to make sure such problems are dealt with in a fair and consistent fashion.
A well-conducted investigation lets you, the employer, give full consideration to the cause of concern and then act upon it with an informed decision.
Key Points to consider:
- An investigation is a fact-finding exercise to collect all the relevant information related to the problem in hand.
- You’ll need to give an investigator clear guidance on what needs to be investigated and how you want them to report their findings.
- If at all possible, the investigator should have no involvement with the issue under scrutiny.
- The investigator’s role is to gather and document what the issues of the matter are. That done they’ll consider what evidence is available an relevant and how best it can be collected.
Go Legal HR have extensive experience in carrying out and supporting full and fair investigations to enable appropriate and justifiable action to be taken. This will ensure that the application of the disciplinary process is fair and consistent at all times.