Human Resources Division

Investigations: disciplinary and complaints procedures

Any serious allegations or formal complaints against members of staff require investigation to attempt to determine as objectively as possible the relevant facts on which decisions can be based.

The investigation comprises one stage of either the appropriate disciplinary or grievance procedure or the formal complaints procedure of the Dignity@Work policy.

In disciplinary cases the investigator will normally be the ‘responsible person’ — supervisor or line manager. In investigation of formal complaints the investigator should be a member of staff with experience of managing staff and skilled in handling difficult situations, who will command respect, and who is otherwise unconnected with the case or the person(s) concerned.

The purpose of the investigation is to report on the facts of the case to the person or body charged with making a decision, under the procedure relevant to the case and to the member of staff concerned. The investigator will not be charged with making a decision or recommending action.