Conducting Effective Disciplinary Investigations

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About this class

It is a fact of life that poor performance, outright breaching of codes of conduct or even criminal acts by staff will be exposed when managers are least expecting them. Allegations made by colleagues are never a welcome occurrence too. Such incidents tend to cause disorientation and worry, and if they are not handled appropriately will inevitably be drawn out, convoluted and have a serious impact on team performance. What a welcome notion that help is at hand with the industry leading solution delivered in an upbeat and inspiring manner by our specialist partners Training For Success.

Who will the lesson benefit?

This course is for managers and team leaders requiring a suite of ethical and time efficient management skills and a structured approach for dealing with all disciplinary issues and allegations of improper conduct.

What delegates will learn

• How to collect, evaluate and test the credibility of all allegations made against members of staff including, for example, fraud, harassment, malpractice, bullying and accusations of a sexual nature.
• Recording the all important audit trail.
• How to gather enough intelligence to conduct a face to face interview. Too early or too late and you run the risk of jeopardising the whole process.
• Planning the interview and framing those all important questions.
• How to competently deal with staff / union representatives, solicitors and friends of the employee.
• How to effectively handle liars, those who say little or nothing at all and even those that tell the truth!
• An ethical and efficient decision making process based on key principles of English Law.

Contents of this class

Choosing the right questions

A simple technique of establishing the most effective form of questioning to fit all circumstances.

Dealing with witnesses and those who make allegations

How to successfully probe, record and check intelligence streams.

Do all complainants and witnesses tell the truth?

By determining this issue early on may negate the need to pursue further enquiry thereby eliminating further anxiety and disruption to other members of staff.

Planning an interview

Having determined that an interview is merited how to frame a professional plan that will engage with fairness, equality and legality.

Managing a face-to-face interview

• Elegantly dealing with the inevitable stress of it all, potential challenges and perhaps the odd period of silence!
• Competently dealing with all aspects of the interview, including a legitimate method of collecting additional intelligence that may fall outside the realms of the primary investigation.

Wouldn't you like to discover all of the potential threats to your business or organisation in advance?

Handle people correctly during this challenging process and be prepared for a rush of valuable information!

Decision making

How to effectively make that all important decision and be confident of all future tests, including scrutiny at an Employment Tribunal

Conducting Effective Disciplinary Investigations / CEDI

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