Your Questions Answered: Misconduct Investigations

By Andrew Hobbs on November 8th, 2017
  1. Performance Management
  2. Misconduct



How much information do I need to give to the complainant about the outcome of a misconduct investigation?


In the private sector there are no rules about this. However, we suggest the complainant is told the investigation has concluded, is given a summary of the findings, informed of any actions that directly impact on him/her and be told to report any victimisation that occurs due to him/her making a complaint.

We do not recommend telling the complainant any disciplinary action that is taken against the alleged perpetrator due to confidentiality reasons.

Planning an investigation

Investigating allegations of misconduct can be challenging – determining whether you have a sufficient basis to conduct an investigation, who ought to conduct it and how it ought to proceed are all questions that merit serious consideration.

Before you make any decisions regarding an investigation of an employee’s alleged wrongdoings, make sure you read Managing Misconduct.

Written by Holding Redlich partner Charles Power, Managing Misconduct is a 78-page eBook that which includes a step-by-step guide to investigating employee misconduct, as well as answering your questions about legal risks and what policies and management guidelines to introduce.

Written in clear, plain English, Managing Misconduct provides the guidance you need to effectively respond to inappropriate workplace behaviour. Get your copy now.


Related Articles: