Managing Investigations and Appeal Meetings
What is an Investigation Meeting?
When concerns arise with staff you will need to investigate those issues before deciding a suitable course of action.
That may involve taking statements from relevant staff, looking at CCTV, reading documentation, and interviewing those involved in the matter.
The interviews should include all available evidence being given to those staff and obtaining their response to relevant questions.
Only when the process has concluded can you then decide whether any action needs to be taken against particular individuals.
What is the purpose of an Investigation Meeting?
- To determine the facts of the matter
- To decide what course of action is appropriate in the circumstances
- What action, if any, to take with any particular employee
- It can be used as a learning tool to prevent such incidents occurring in future
What is an appeal?
Anyone who doesn’t like the outcome wants to appeal the decision. But, for an appeal to be valid, it should include something that wasn’t known or was overlooked when the original decision was made. It should also be relevant enough that had it been known, it would change the outcome.
It’s not a second chance for someone else to look at the issues and see if they reach a different decision on the same set of facts.
Our role in conducting Investigation and Appeal Meetings
With an investigation meeting, we will search for relevant information necessary to reach an outcome on what action to take.
With an appeal, we will ask for any relevant information that wasn’t available when the outcome decision was made that could have altered the original decision.
For your peace of mind, let HR-Onsite deal with the matter on your behalf.