To ensure the process is deemed legally ‘fair’, a disciplinary procedure must begin with an appropriate investigation.
Disciplinary investigation reports
Investigations at work are often considered to be the ‘easy bit’ as there is no formal outcome, only a report which recommends whether the matter should go to a disciplinary hearing.
However, did you know that no new facts should come to light in a disciplinary? This means that disciplinary hearing questions about employee misconduct must stem from the findings of the investigation report.
For this reason, an investigation meeting is the foundation of a meaningful disciplinary. Without it, the mere fact that the disciplinary hearing even took place, may be considered unreasonable in employment law.
