Investigation Prior to Disciplinary Hearing. When a suspicion or an allegation about an employee has arisen which is potentially serious enough to constitute misconduct, a formal investigation may be necessary to establish the facts and whether there is a case to answer. It should be noted that all cases of alleged misconduct may not require a formal investigation prior to a formal disciplinary hearing. Investigations are neutral actions and do not imply assumptions of guilt about any person. Any investigation meeting is held to establish the facts of a case and is not a disciplinary hearing. Where an investigation is required, a member of management will be appointed as an Investigating Manager who will review the circumstances of the alleged misconduct. The employee against whom the allegation is made will be advised of the right to representation and will be provided with copies of all documentation prior to and on completion of the investigation process. While an allegation is under investigation it may be necessary to reassign the employee as a precautionary measure to alternative work which may include a transfer of work location if practicable or in exceptional circumstances be sent home on full pay. On completion of an investigation, the Investigating Manager will issue a written report of its findings and recommendations. The employee against whom the allegation is made will be provided with a copy of the investigation report. While the Investigation Manager may recommend the instigation of disciplinary proceedings, s/he can not recommend a disciplinary sanction.
