Workplace Investigations

Posted in : How do I handle it NI on 15 February 2016
Rachel Richardson
Tughans

I am an HR manager and I have been investigating an allegation that one of our employees has been sending our confidential information to a competitor without any prior authorisation. I have taken several witness statements as part of my investigation, but given the gravity of the allegations, I don’t propose to meet with the employee in question. Instead, the disciplinary panel can put the allegations to him during the hearing, which I have already invited him to attend.  Am I safe to proceed, without asking the employee in question to take part in my investigation?

The short answer to

Already a subscriber?

Click here to login and access the full article.

Don't miss out, start your free trial today!

Are you fully aware of the benefits of Legal-Island's Employment Law Update Service? We help hundreds of people like you understand how the latest changes in employment law impact on your business.

Help understand the ramifications of each important case from NI, GB and Europe

24/7 access to all the content in the Legal Island Vault for research case law and HR issues

Ensure your organisation’s policies and procedures are fully compliant with NI law

Receive free preliminary advice on workplace issues from Maxine Orr, Partner at Worthingtons Solicitors

Already a subscriber, now or Start my free trial today

This article is correct at 15/02/2016
Disclaimer:

The information in this article is provided as part of Legal-Island's Employment Law Hub. We regret we are not able to respond to requests for specific legal or HR queries and recommend that professional advice is obtained before relying on information supplied anywhere within this article.

Rachel Richardson
Tughans

The main content of this article was provided by Rachel Richardson . Contact telephone number is 028 9055 3300 or email Rachel.Richardson@tughans.com

View all articles by Rachel Richardson