The success of a disciplinary enquiry (DE) often depends on the effort which the representative puts into the preparation of the case. The value of thorough preparation cannot be emphasised enough. Regardless of whether the disciplinary enquiry will result in formal or informal disciplinary action, an investigation should always be done in order to make sure of the facts of the matter. It is not enough for the employer representative to rely on allegations, suspicions, or views in the disciplinary enquiry. The facts of the matter have to be investigated in sufficient detail in order to make a decision about if the disciplinary process is to be initiated and/or what sanction could possibly attach to the contravention.
3 Main Stages
There are three main stages of disciplinary enquiry. These are the following:
The Investigation,
Conceptualisation Of The Case, and
Formulation Of Charges.
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In our Effective Discipline in The Workplace Course, you’ll gain practical skills required by both the initiator and the chairperson, the types of evidence and their weightings, how to present the evidence as well as how a chairperson should determine guilt on a balance of probabilities.
Here’s a breakdown of what will be covered:
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