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Disciplinary Investigation

(9 Posts)
OnceisEnough Tue 21-May-13 19:52:52

My daughter has been invited to a disciplinary investigation at work because she has allegedly been untruthful over two rather minor issues. She has, however, not been made aware of the serious consequences of being disciplined and received an email from work at 12.30 am today informing her that this investigation would take place tomorrow. She was told that she could bring another member of staff with her or a union rep but she does not belong to a union and the allegations are based on gossip from other members in an organisation with less than ten staff. Can somebody give advice as to what she needs to be prepared for or how she needs to prepare for this meeting tomorrow.

bakingaddict Tue 21-May-13 20:07:41

Hopefully somebody will be along with sound advice.

I thought they would have to spell out exactly what your daughter has done and why they are making it a disciplinary matter.

Normally you should have at least 7 days notice of any disciplinary/grievance meeting. She can turn it down on the grounds she hasn't been given enough notice. it doesn't have to be another member of staff or union rep, it can be a friend or relative who can accompany her. I had my DH accompany me when I was involved in a serious grievance with an old employer. She should gather as much evidence as she can about the incident and above all stay calm and collected and not be goaded.

OnceisEnough Tue 21-May-13 20:16:31

bakingaddict - Thank you for responding.

EllaMenOhPea Tue 21-May-13 20:17:56

If this is as you say, the discipline investigation meeting, then it sounds like the preliminary enquiry when allegations are put to her, & she gets to tell her side of the story etc., rather than a formal discipline hearing (which then may or may not follow some time later).

Organisations don't normally allow non work colleagues or family members to be the accompanying person, because they are often too close & can actually make the situation worse for the individual.

If the company has a policy make sure your daughter gets a copy, or look at the ACAS guidance.

www.acas.org.uk/index.aspx?articleid=2177

Hope this helps

Is it definitely a disciplinary hearing tomorrow?
Usually there would be a fact finding meeting first, to establish facts.
The email may have mentioned the various stages of the disciplinary process.
If your DD has not had sight of the disciplinary policy, she needs to request it.
Your DD would be best not incriminating herself tomorrow or providing evidence for the company. That's their battle to fight.
She should be given copies of the companies evidence in advance of a disciplinary hearing to allow her to present her side, and be accompanied by a rep who can write down everything said.
Don't rely on the companies version of the minutes.
And tell her not to start sentences with "sorry, but blah blah" because this looks like an apology in the minutes and therefore an admission of wrongdoing.

OnceisEnough Tue 21-May-13 20:22:13

Am reading the Acas information now. Thank you. It provides the information I needed.

OnceisEnough Tue 21-May-13 21:17:41

Sorry Squirted, was reading the Acas link and have just seen you're post. They've said it is "investigatory/disciplinary", so it is unclear.

AnnaDL Tue 21-May-13 21:23:36

It sounds like she has been asked to attend an investigation meeting. The investigation will establish whether there is a disciplinary case to answer and if there is hearing will be set (with at least 3 working days notice) and she should be provided with copies if the evidence in advance.

She is only entitled to take a colleague or trade union rep with her but they might relax the rule if there is no one suitable and she can say she is anxious etc.

Best of luck x

Sounds like first fact finding meeting then?
She would be best advised to answer the questions truthfully, but not offer up anything the company can use against her.
If this is about someone elses allegations, she'll be asked about what she did and when.
If she can't remember dates and times, tell her to say that, not guess. Its not at all unreasonable to be put under pressure and not remember what day something happened, in fact it's normal. It's better to remain calm and say she will have to check her calendar / email / whatever, to be totally sure. She can repeat this ad infiniteum.
And also try to calm her down, this is not a murder investigation, and if she's not done anything to merit getting dismissed, she's not being interviewed by the FBI.
Although it will feel like that.

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