Fully Booked - Handling Disciplinary Investigations : a "how to" guide

Speaker(s):

Adrian Martin, Partner
Adrian joined Burges Salmon in 2002 after 5 years with Simmons & Simmons, London. He advises employers and employees in both the public and private sectors on a full range of contentious and non-contentious employment matters. Adrian has particular experience of advising on the employment aspects of corporate transactions, outsourcing arrangements and PPP/PFI and other projects, including the legal and practical implications of TUPE in both private and public sector transactions. He also advises employers on a wide variety of day to day employment issues including disciplinary issues.

Huw Cooke, Senior Associate
Huw joined Burges Salmon as a trainee solicitor in September 1997 and qualified into the employment team in September 1999. Huw specialises in the employment aspects of corporate and commercial transactions including outsourcing, joint ventures and mergers. Huw also advises clients on redundancies, restructuring and harmonisation of terms and conditions of employment as well as dismissal and negotiated departures of senior management and board members. He also specialises in business immigration and the prevention of illegal employment.

Ben Loxton, Senior Associate
Ben joined Burges Salmon as a trainee solicitor in 2003 and qualified into the employment team in September 2005. Ben advises clients on general employment matters, including grievances, investigations and disciplinary matters, redundancy issues and the employment aspects of corporate transactions. Ben is also experienced in conducting all stages of Employment Tribunals, including drafting witness statements and advocacy.

Event details: Key to the fairness of any dismissal will be the carrying out of a fair investigation. However, this is not always a straightforward process. Investigating officers often trip up as they are unclear on what it is they are trying to achieve as an end result.

At our session we will begin by considering how the fairness or otherwise of an investigation fits within the unfair dismissal framework. We will then look at the practicalities of the investigation process including: 

• how an issue should be investigated
• who should investigate
• how to identify and interview witnesses; and
• what should go into the investigation report
• identifying and managing potential crossovers between the investigation process and the disciplinary hearing
  

For more information:

• Email Branch Administrator  

Contact phone number  07847857111