Can someone point me in the right direction?

[Dutch123]

Hi. Just wondered if someone could tell me if there is a timeframe between an "Investigation meeting" for misconduct and being informed of the outcome? Please.

[Dutch123]

Re: Can someone point me in the right direction?

Anyone have any ideas?

[charitynjw]

Re: Can someone point me in the right direction?

Hi. Just wondered if someone could tell me if there is a timeframe between an "Investigation meeting" for misconduct and being informed of the outcome? Please.

Anyone have any ideas?

Hi Dutch123

According to the ACAS Code of Practice, 'without unreasonable delay'

http://www.acas.org.uk/media/pdf/f/m...procedures.pdf

[Dutch123]

Re: Can someone point me in the right direction?

Thanks. I will have a look.

[Dutch123]

Re: Can someone point me in the right direction?

I have had a look through the link, thanks. Does "without unreasonable delay" apply to after an investigation meeting before going to a disciplinary meeting. Also the person from HR has been off work due to "emergency surgery".

[charitynjw]

Re: Can someone point me in the right direction?

I have had a look through the link, thanks. Does "without unreasonable delay" apply to after an investigation meeting before going to a disciplinary meeting. Also the person from HR has been of work due to "emergency surgery".

Looking at this from another angle, why would the employer want to delay the disciplinary if the investigation is concluded?
How would that be of benefit?
As for the HR person, is there no-one else capable or qualified to carry out his/her duties?
How big is the firm?
Have you secured a copy of your firm's D&G policy?

[Dutch123]

Re: Can someone point me in the right direction?

Hi. The company has approx 300 staff and three if not four persons in HR. I just want to find out the outcome of the investigation as I was planning to hand in my notice but received the letter before. I don't want resigned under investigation as a reference.

[charitynjw]

Re: Can someone point me in the right direction?

References nowadays tend to be, at worst, neutral.
This is because if the reference is shown to be wrong or misleading, they can be sued for damages.
It is therefore expedient to avoid that possibility.
Have you asked the firm (or senior management) what the outcome of the investigation is? (Bear in mind that an employer does not need to prove beyond reasonable doubt; they do need to have a reasonable belief in whatever is being alleged)

[Nomoneynoproblem]

Re: Can someone point me in the right direction?

Hi. Just wondered if someone could tell me if there is a timeframe between an "Investigation meeting" for misconduct and being informed of the outcome? Please.

Hi Dutch123

From experience this normally shoud take between 5-7 days or depending on what's in the Company's policy. Do you have access to this.

Some reference request might ask if the employee is currently under investigation or disciplinary action and I am afraid the employer has to be factual if asked.

I hope this helps.

Kind Regards

NMNP