1. working for everyone to resolve and prevent workplace problems
Management & HR Masterclass -
Conducting Investigations
Damian Warburton

2. Investigations Purpose of investigation
Establish if there is a disciplinary case to answer or if other action is more appropriate
Clarify allegations
Establish facts
Gather evidence
Consider suspension
Opportunity to respond to allegations
Opportunity to explain conduct /put forward mitigating factors

3. The decision will often be out of your hands but…
Suspension?
The decision will often be out of your hands but…
When would / should organisations suspend?
What are you seeking to achieve by suspending somebody?
investigation

4. Suspension? Only if necessary to protect
For no longer than necessary, on full pay
No assumption of guilt
Neutral act
Make clear that suspension is not considered a disciplinary action
The business
The investigation
The
employee
Their
colleagues

5. Impact on the investigation
Suspension?
Impact on the investigation
How would you feel if you had been suspended?
What sort of reaction might you see during an investigatory interview?
investigation

6. Fact Finding Facts are the investigator’s “currency”
Investigators should establish the facts of the case and look for all relevant evidence - both of guilt and innocence
Fact: (noun) a thing that is indisputably the case. Concise Oxford English Dictionary
investigation

7. FACT: A fact is information seen, heard or done by the investigator.
It’s a fact: Or is it?????
FACT: A fact is information seen, heard or done by the investigator.
INFERENCE: An inference is a conclusion that something is true based on facts or information which the person has.
ASSUMPTION: An assumption is a belief based on previous learning or interaction.

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9. Contact me directly Damian Warburton dwarburton@acas.org.uk