Workplace litigation is on the increase. Never has it been more important to ensure investigations (whether disciplinary, grievance or whistleblowing investigations) are fair and legal. Not only can a thorough investigation help to manage emotions of the parties’ involved, but it can also play an essential part in resolving a workplace dispute without exposing the employer to litigation.
The perils of a flawed investigation can be far-reaching – costly in terms of reputation, litigation risk and budget. This breakfast briefing will highlight the legal requirements and best practical tips for undertaking a fair investigation.
Who should attend?
Anyone likely to be involved in undertaking workplace investigations:
- Team Leaders
- HR Professionals.
What will be included in the session?
What does the law say about…
- What exactly needs to be investigated?
- Who should be appointed to investigate? Internal or external investigator?
- What records / notes need to be kept?
- Who needs to be interviewed?
- Can an investigator use emails / CCTV footage / social media activity?
- What questions need to be asked?
- How to balance one person’s word against another’s?
- When do you need expert evidence?
- Personal Investigator?
What can you do in practice?
Interview techniques – how to ask difficult questions?
- How to deal with informal conversations?
- How to deal with employees who do not want to be interviewed / want to remain anonymous?
- How to deal with competing interests?
- Reasonable adjustments?
- Location of meetings?
- Recordings of meetings?
- What happens if the investigation is challenged?
- Subsequent hearings
- Re-investigation vs Review
- Witness evidence
WHEN:19th September 2019 – 08:00 – 10:00 BST
WHERE:Cardiff – Capital Law, Capital Building