Further Education Organisation.
Signal, on an HR assignment were asked to support a Senior Manager and in this case decision maker with a disciplinary hearing. Briefing given was that “this is a dismissal case”.
The Signal consultant requested the background file to prepare, including the Investigation papers and report. The consultant’s review of the file led them to have some very serious concerns about the conduct of the investigation and in particular the recommended actions arising from the investigation.
Acting in the role of HR advisor the Signal consultant raised the following concerns:
- Fairness, openness and integrity of the use of procedure towards the respondent
- The adequacy of the investigation in particular whether methods used were fair and legitimate means of obtaining evidence
- Whether the investigator had properly probed, challenged and sought evidence of complainants allegations and corroborating evidence from other witnesses
- Employers response to range of ill health issues alongside the investigation led the respondent to doubt the employers willingness to demonstrate a duty of care towards them
The Signal consultant discussed concerns and highlighted the risks to the employer, re-aligning the expectations of senior people involved.
The employer is currently seeking to re-engage the employee to a position where they will be able to return to work.
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