Disciplinary and grievance procedures - a guide for union reps (June 2018)

Chapter 4

Ending the investigation

[ch 4: page 30]

At the end of the investigation, the investigator should make a recommendation to the employer as to whether or not the facts reveal a “case to answer”. The investigator should not recommend any sanction or prejudge the outcome of any disciplinary.

No disciplinary action should be instigated at an investigatory meeting. There should be a clear separation between the two stages. There is a right to be accompanied at the disciplinary hearing (see Chapter 8).

A disciplinary hearing should not automatically follow on from an investigation, but in reality it frequently does.


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