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Investigation for Grievance Appeal
Investigation Report for Grievance Appeal
Independent Workplace Investigation for Grievance Appeals
We provide expert Employment Law support, offering a service specifically dedicated to conducting independent workplace investigations for appeals from any formal grievance. We offer a wide range of legal services tailored for businesses of all sizes, including medium to large companies. A properly handled appeal is crucial, as getting the grievance appeal right is essential, and a failure to provide a fair and impartial appeal could lead to a constructive unfair dismissal claim.
Ensuring Independence and Impartiality
To ensure objectivity in highly sensitive internal disputes, we provide expert assistance in workplace investigations. The appeal chair should be impartial and, whenever possible, should not have been involved in the original decision. Appointing an external investigator (such as one of our employment solicitors) is often appropriate in situations requiring impartiality. An external consultant can be detached from the matter and bring an independent view, which helps to guard against conflicts of interest or perceptions of bias. Our employment solicitors are regularly instructed to act as independent external investigators.
Comprehensive Review of Facts and Evidence
Our service ensures a thorough review of the case, functioning as a complete fact-finding exercise. An appeal may be based on various grounds, including new evidence having come to light, or the severity or inconsistency of the original decision. If the original hearing was procedurally flawed or new evidence has surfaced, the appeal should be conducted as a full rehearing of all the evidence. The investigator maintains a fair and objective stance to establish the essential facts of the matter, looking for evidence that both supports and contradicts the allegations.
Producing a Detailed and Objective Report
Upon establishing the facts as far as reasonably possible, the investigator produces a comprehensive Investigation Report detailing their conclusions. The report must be objective and concise, and should include all evidence collected, covering both the facts that were established and those that were not. Where facts are contested or contradictory, the investigator determines what took place based on the balance of probabilities. The investigator’s role restricts them from prejudging the final outcome; recommendations should be limited to suggesting formal action, informal action, or no further action.
Enabling an Informed Outcome Decision
The independent investigation report provides the essential facts required for the employer (the decision-maker) to reach an informed outcome decision on the appeal. The employer must communicate the grievance appeal decision in writing to the employee as soon as possible after the hearing has taken place. It is vital to adhere to a full and fair procedure in line with the Acas Code of Practice on Disciplinary and Grievance Procedures. An unreasonable failure to follow the Acas Code can lead to adverse consequences in an employment tribunal, including an increase in compensation of up to 25%.
Conlcusion
I can provide expert support by conducting an independent workplace investigation into any formal grievance, disciplinary matter, or appeal. As a specialist external investigator, my role involves performing a fact-finding exercise with impartiality and objectivity to establish the essential facts of the matter. The outcome of this process is a detailed and objective Investigation Report, which covers the facts that were established and those that were not. This comprehensive report equips the employer (the decision-maker) with all the relevant information needed to make an informed, outcome-based decision, thereby ensuring they follow a full and fair procedure in line with the Acas Code of Practice. You're protected.
Investigation Report for Grievance Appeal
Independent Workplace Investigation for Grievance Appeals
We provide expert Employment Law support, offering a service specifically dedicated to conducting independent workplace investigations for appeals from any formal grievance. We offer a wide range of legal services tailored for businesses of all sizes, including medium to large companies. A properly handled appeal is crucial, as getting the grievance appeal right is essential, and a failure to provide a fair and impartial appeal could lead to a constructive unfair dismissal claim.
Ensuring Independence and Impartiality
To ensure objectivity in highly sensitive internal disputes, we provide expert assistance in workplace investigations. The appeal chair should be impartial and, whenever possible, should not have been involved in the original decision. Appointing an external investigator (such as one of our employment solicitors) is often appropriate in situations requiring impartiality. An external consultant can be detached from the matter and bring an independent view, which helps to guard against conflicts of interest or perceptions of bias. Our employment solicitors are regularly instructed to act as independent external investigators.
Comprehensive Review of Facts and Evidence
Our service ensures a thorough review of the case, functioning as a complete fact-finding exercise. An appeal may be based on various grounds, including new evidence having come to light, or the severity or inconsistency of the original decision. If the original hearing was procedurally flawed or new evidence has surfaced, the appeal should be conducted as a full rehearing of all the evidence. The investigator maintains a fair and objective stance to establish the essential facts of the matter, looking for evidence that both supports and contradicts the allegations.
Producing a Detailed and Objective Report
Upon establishing the facts as far as reasonably possible, the investigator produces a comprehensive Investigation Report detailing their conclusions. The report must be objective and concise, and should include all evidence collected, covering both the facts that were established and those that were not. Where facts are contested or contradictory, the investigator determines what took place based on the balance of probabilities. The investigator’s role restricts them from prejudging the final outcome; recommendations should be limited to suggesting formal action, informal action, or no further action.
Enabling an Informed Outcome Decision
The independent investigation report provides the essential facts required for the employer (the decision-maker) to reach an informed outcome decision on the appeal. The employer must communicate the grievance appeal decision in writing to the employee as soon as possible after the hearing has taken place. It is vital to adhere to a full and fair procedure in line with the Acas Code of Practice on Disciplinary and Grievance Procedures. An unreasonable failure to follow the Acas Code can lead to adverse consequences in an employment tribunal, including an increase in compensation of up to 25%.
Conlcusion
I can provide expert support by conducting an independent workplace investigation into any formal grievance, disciplinary matter, or appeal. As a specialist external investigator, my role involves performing a fact-finding exercise with impartiality and objectivity to establish the essential facts of the matter. The outcome of this process is a detailed and objective Investigation Report, which covers the facts that were established and those that were not. This comprehensive report equips the employer (the decision-maker) with all the relevant information needed to make an informed, outcome-based decision, thereby ensuring they follow a full and fair procedure in line with the Acas Code of Practice. You're protected.