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Investigation in Domestic Enquiry

Wed, 17 Sep 2014 11:23:27 AM  (Last updated: Thu, 18 Sep 2014 09:02:44 AM)

Hi Admin,

We are trying to build up process flow for disciplinary action. As far as we are aware, preliminary investigation should be make to build up case. When we have the prima facie case, then we can serve show cause letter. We would like to query, at what stage full investigation (including appointment of dedicated Investigating Officer, preparation of official investigation document, etc) should be initiated? Is it after we found that the accused reply the show cause letter is not acceptable? Kindly advice. Thank you.

KL Siew
Thu, 18 Sep 2014 09:02:43 AM

For example,an offence was committed when a worker punched his supervisor. As a HR manager you will instruct one of your hr officers to investigate what had happened. So, the investigating officer will interview/question the supervisor concerned as well as any witnesses who have direct knowledge of what had happened. He may also interview or question the worker who allegedly punched the supervisor. If he does not want to talk, he can remain silent. The investigating may then submit his reports or investigation papers to the HR head who will decide whether there is a case against the accused or not. If yes, he may take steps to hold the DI. The HR manager is better not to act as investigating officer in the beginning.

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