Where the attempt to produce a settlement on mutually agreed terms is unsuccessful, the investigator must make recommendations to the parties on actions necessary to the...
Read more about "Step 7: Investigator’s recommendations"...When the investigator’s recommendations are accepted by the parties: Appropriate counselling, retraining or disciplinary action should be taken to prevent the unacceptable behaviour from recurring. Confirm...
Read more about "Step 8: Recommendation accepted"...Where the complainant rejects the investigator’s finding that the complaint is not substantiated (Step Five[http://eureka1.teesdaleassociates.com/achieve/disciplinary-action/harassment-complaints-procedure/step-5-effective-investigation/]); or Where the complainant rejects the investigator’s recommendations (Step Seven[http://eureka1.teesdaleassociates.com/achieve/disciplinary-action/harassment-complaints-procedure/step-7-complaints-procedure/]); or Where the...
Read more about "Step 9: Legal action"...Step 1: Preliminary investigation In the event of an allegation of misconduct or unsatisfactory work performance, the first step is to determine if there is substance to...
Read more about "Step 1: Preliminary investigation"...Step 2: Advice to employee When it is determined that the allegation has substance, it is necessary to advise the employee concerned. Inform the employee of: the nature...
Read more about "Step 2: Advice to employee"...Step 3: Stand-down In some situations it may be appropriate to stand down an employee, with or without pay, pending the final outcome of the matter. The...
Read more about "Step 3: Stand-down"...Step 4: Formal investigation Carry out a formal investigation to gather details of the alleged misconduct. Make all reasonable efforts to establish and confirm the facts by: Interviewing...
Read more about "Step 4: Formal investigation"...Step 5: Interview employee Require the employee to attend a meeting to discuss the matter. Use the Requirement to Attend Disciplinary Meeting Letter. Meet with the employee (and his/her...
Read more about "Step 5: Interview employee"...Step 6: Consider employee's explanation Adjourn the meeting to consider the employee’s explanation. Are there extenuating circumstances or mitigating factors? *Mitigating Factors Checklist* *Knowledge* (did he/she know rules and requirements?)...
Read more about "Step 6: Consider employee's explanation"...Step 7: Decision There is a range of possible outcomes following the investigation and interview process. *Allegation not substantiated* If an acceptable explanation is given by the employee, the...
Read more about "Step 7: Decision"...