documents in investigation

[diecastdave]

I am under investigation at work. The supervisor had me in a meeting last week to answer questions. I was honest and answered truthfully and to the best of my knowledge. I was told I can't put to the best of my knowledge. End of the shift he asked me to sign 3 documents. Notes in the investigation. It was only when I got up the following morning that I noticed there is double sided writing and unaware that there were 6 pages (3 double sided) So pages 2, 4 and 6 are not signed by me. The manager and supervisor failed to see this. Today I was called in again, I allegedly left a door unlocked to a 2m x 2m lunch/break container cabin on saturday. I am 100% positive I locked the door. Nobody saw the female staff put the key in the lock today. She all of a sudden said something like "look, this door was unlocked".
Does there have to be a document giving names the person and job role who authorised the investigation and the who conducted it. (ACAS)

[diecastdave]

Another key was lost by another member of staff but no investigation has been made into that even though the rota sheets could have traced it back to who was working before the key was lost.

[ULA]

When an investigation is required to determine whether any disciplinary action needs to be consider, then it is a good idea to provide the employee with information on:

• why there is an investigation
• who will be carrying it out
• what they may need to do
• that they may need to talk to any witnesses
• how long it could take
• what will happen next e.g. meeting
• that everything will be kept confidential

However unless this is set out as a requirement of investigations in any disciplinary policy your employer has, it is not mandated to do this by the ACAS Code of Practice.

I suggest that you review the notes on the pages that you did not initially read, to check that they, in the context of the whole 6 page document, are an accurate reflection of the meeting. If there are any discrepancies between your recollection and the notes then you need to email your manager and supervisor and detail what they are.

[diecastdave]

Another key was lost by another member of staff but no investigation has been made into that even though the rota sheets could have traced it back to who was working before the key was lost.

Thank you for response. When I got into work last week the supervisor asked me to go to the office, he said he wants to ask me some questions. I was not giving any warning in writing, It was an instant request. I wasn't told who will be carrying out the investigation. I don't recall being told about any meeting. The recently appointed supervisor with no experience, has conducted just this one case. On the interview sheet it starts "I want to ask you some questions in relation to.......
Am I correct in saying there should be document/s stating the person who authorised the investigation and their job role and the person who conducted the interview and their job role.
Yesterday afternoon I was called to the office again regarding allegedly leaving 2m x 2m shipping container cabin door unlocked. I am 100% certain
I locked it and tried the handle and door as always. I am suspicious of 2 colleagues. I have been suspended on full pay.
All help would be gratefully appreciated

[ULA]

" Am I correct in saying there should be document/s stating the person who authorised the investigation and their job role and the person who conducted the interview and their job role."

Unless this is set out as a requirement of investigations in any disciplinary policy your employer has, it is not mandated to do this by the ACAS Code of Practice.

However, given the update that you have now been suspended, then at the time time of your suspension or very soon after you should be given written confirmation that you have been suspended that includes:

• the reasons for the suspension and how long it is expected to last
• your rights and obligations during the suspension. For example, that you should be contactable during normal working hours
• a point of contact (such as a manager or HR) and their contact details for you during the suspension
• that the purpose of suspension is to investigate and is not an assumption of guilt
• It should also be confirmed that you receive your full pay and benefits during a period of suspension, unless there is a clear contractual right for your employer to suspend without pay or benefits.

This period of suspension should be kept as brief as possible and your employer should keep you regularly updated about the suspension, the ongoing reasons for it and how much longer it is going to last.

As part of the process you may be asked to attend a meeting for which you should be provided notice and time to prepare given that you should have already been informed of the reasons for the suspension. The purpose of this is for you to answer any questions that the investigator may have and respond to the allegations that have been made. This quite often happens towards the end of the investigation once for example other interviews with work relevant work colleagues have taken place or any documentation related to the allegations have been reviewed. You may even be asked to attend more than one interview.