Workplace Investigation

This is a judgment call based on many factors. For example if you record an interview it’s safe and it saves time, but you will need to make a file note or a summary of [...]

That on the 3rd of March 2014 you are alleged to have assaulted Mary Campbell during an argument That on the 5th of June 2014 you were observed removing bottles of wine from the managers [...]

That you assaulted a staff member. That you stole from the company.

If you provide the person accused of the misconduct a letter which outlines what the allegations are, when they have been alleged to have occurred, when and where the interview will be conducted, that they [...]

You are required to let that person know, with sufficient particularity what it is that they have been accused of so that they can prepare for an interview.

You may hear that this is a denial of natural justice or procedural fairness; you can be assured it is not. As the investigative process is no more than an information gathering exercise, you are [...]

You should provide this to the person accused of misconduct, but delay proving copies to other persons until you have completed your investigation. If not you will risk people sharing their interviews and tainting the [...]

The most reliable and effective way is to use a digital recorder, they are relatively inexpensive and the quality of the recording is quite high.

Always record your interviews with the person accused of the misconduct and consider recording any witnesses or complainant interviews that might be controversial, or in cases where there is some doubt about a persons honesty.

There is no legal requirement for you to do this, however it is best practice.  The practice itself protects all parties and there can be no misquoting or allegations of bullying or intimidating behaviours if [...]