4. Investigation 


At this stage, TUC guidance outlines the typical role played by a union rep representing a member facing a disciplinary as follows: 


• meet the member to gather all the facts. Ask the member to gather any relevant facts and information;


• provide a reassuring presence, offering support, but no guarantees about the outcome;


• explain the different stages of the procedure, the likely timescale and what is likely to be expected of the member;


• encourage the member to be honest throughout. If material emerges during the investigation suggesting that a member has provided misleading or inaccurate information or has not been completely truthful, they are likely to be at a serious disadvantage; and


• encourage the member to be involved in helping with the case, for example, keeping a diary, gathering information and identifying witnesses. 


Source: TUC Workplace Manual, 2012 


There is no statutory right to be accompanied to an investigation meeting. However, sometimes there is a right to be accompanied to investigation meetings under a negotiated agreement. Having a companion may also be a reasonable adjustment for a disabled worker (see Chapter 8).