An investigation is central to a fair disciplinary process. What is involved will depend on the circumstances but you may need to hold investigation meetings with the ‘accused’ employee and other witnesses; consider documents or other physical evidence such as emails or CCTV footage; check whether your policies deal with the alleged misconduct; gather information on the employee’s length of service and disciplinary history; and consider whether similar situations have occurred before and how they were managed. You may have to make difficult decisions, such as whether to read personal emails; undertake covert surveillance; or proceed with disciplinary action on the basis of anonymous witness statements.
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