Briefcas EMPLOYMENT
At the end of the meeting, you should be given the opportunity to read the transcript / notes so you can agree whether the document is a true record of the discussion, and you should obtain a copy for your records. The notes do not need to be a word-for-word( verbatim) transcription, but they should be an accurate record of the conversation, capturing the main points.
Although informal, this meeting is private and confidential, so you should not discuss it with colleagues; only the people involved in the investigation should be party to the information discussed.
Review
Once the investigating officer has collected the information via meetings and / or witness statements, they will review it, alongside any other evidence obtained. Depending on the seriousness of the allegations, they may also compile a report for a senior manager to review. The report will include a recommendation on any action to be taken, based on the policies and procedures in place at the time.
Action Possible conclusions to an investigation may include:
• No further action required
The conclusion is that there is no case to answer and no breach of company policies or procedures.
• Informal action required
The case will be dealt with informally through a documented chat with the line manager, and a strategy agreed to avoid a recurrence of the incident – for example, if the incident arose due to a lack of knowledge or training, specific training will be put place.
• Formal action required
The case will be dealt with under the practice ' s disciplinary procedure. This will follow principles set out in employment law, which may be tailored to the practice and should be detailed in the employee handbook.
Disciplinary action
Disciplinary action refers to the measures taken by an organisation in response to an employee ' s misconduct or violation of policies. The aim is to correct behaviour, maintain order and encourage compliance. Disciplinary actions can vary in severity, from no action to termination of employment, and could include verbal or written warnings, suspension or demotion.
If you are the subject of an investigation, and the investigating officer ' s recommendation of formal action is taken up by the senior manager, you will be invited to a disciplinary hearing. This is a formal process, so you must be sent a letter at least 48 hours before the meeting to allow you time to prepare.
The letter should:
• Explain the nature of the meeting( i. e. disciplinary)
• Provide the date and time of the meeting
• Detail who will be present at the meeting and the positions they hold
• Outline the allegation( s) made against you
• Inform you of your right to be accompanied by a work colleague or union representative
• Include( as attachments) evidence gathered, such as witness statements, CCTV images or documentation that will be referred to in the meeting.
In the meeting, the evidence will be presented and discussed with you. You will be given the opportunity to put forward any mitigating factors for the alleged incident and / or evidence to disprove the allegations.
This meeting may be longer than an investigation meeting and you can ask for an adjournment to gather yourself or to consult with your companion.
Once all the evidence has been discussed, the person managing the disciplinary hearing will call for an adjournment to consider the evidence and information. The meeting may reconvene and present a decision the same day, but in cases where further investigation is required or in cases of serious allegations, additional time may be needed to reach a decision. In any event, you should be kept informed of the expected time frame.
At the end of the hearing, you should be given the opportunity to read the transcript / notes so you can agree whether the document is a true record of the hearing, and you should obtain a copy for your records.
You will be notified of the outcome of the hearing in due course. The decision will be confirmed in writing, and you will have the right to appeal if you are not satisfied with the outcome.
Grievance procedures
A grievance is a formal complaint raised by an employee regarding workplace issues such as unfair treatment, discrimination, harassment or violations of workplace policies.
The grievance process typically begins with the employee filing a written complaint. This will be investigated by a manager or designated committee.
Volume 40( 3) • June 2025
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