What role should HR play in a disciplinary investigation?
Posted in : First Tuesday Q&A NI on 7 February 2017 Issues covered:HR personnel will frequently be called upon to provide support and guidance to decision makers during disciplinary investigations. Whilst this is certainly an important function, persons working in HR should be mindful of the limitations of their role and their influence during such investigations.
The case law on this issue has established that the advice of HR should, in essence, be limited to matters of law and procedure. In particular, such advice should not stray into the area of culpability, which is properly reserved for the investigating officer.
HR should be particularly mindful that he investigator’s report must be the product of his/her own investigation. In the case of
Already a subscriber?
Click here to login and access the full article.
Log in now to read the full articleDon'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 the employment team at Worthingtons Solicitors
Back to Q&A's This article is correct at 07/02/2017
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.