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Undertaking disciplinary and grievance investigations

There are many reasons for holding an internal investigation in the workplace and the weakest link in most organisations’ discipline or grievance procedure is the investigation.

The fundamental purpose of an investigation is to collect the facts as stated in the ACAS code and it’s no more than that. But while a really rigorous investigation is essential to a well conducted process, many managers simply skate over the surface and either do not collect the relevant data, it tends to be one sided or fail to take a sufficiently robust approach to data collection. Employers could be held liable if a poor investigation leads to an unfair dismissal.

Business need

This course is suitable HR and personnel professionals, employee relations managers, directors and senior managers, business owner, line managers, supervisors, anyone involved in managing staff and need to understand how to conduct investigations, understand and evaluating evidence needed for disciplinary hearing and appeals.

This course is either a one or two day course and covers key techniques, procedures and checklists to help ensure that you are considering all the critical factors and that you undertake the process in a fair and un-biased manner. Delegates will develop valuable understanding of what the law requires and will learn key skills in the investigation processes, such as analysis and report writing.

What you will learn

By the end of this session you will have an understanding how to conduct an investigation, evaluate and presenting the evidence at hearing and appeals. They would understand and see the benefits of good practice and how the ACAS Code of Practice and the law which underpins the whole process. This session includes practical exercises and case studies, which encourage delegates to share ideas and experiences, in a confidential environment.

Course Outline

Investigation day one

  • Basic understanding of employment law
  • Disciplinary and grievances
  • Allegations-   Inside and outside work
  • Misconduct or gross misconduct
  • How to conduct an investigation and implications
  • Legal background and the burden of proof
  • Interviewing including witnesses
  • Role play: conduct an investigatory meeting

Investigation report day two

  • Informal or formal process
  • Suspension or alternative solutions
  • Policy and procedure
  • Decision making and evidence
  • Hearings and appeals
  • The role of HR
  • Role play: disciplinary hearing, presenting the investigation report

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We offer support on a wide range of employment law and HR issues. Our dedicated adviser are here to answer your questions and help you with your concerns. Your call is free and with no oblgation. Calls may be recorded for monitoring and training purposes.

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