Disciplinary Due Inquiry Pack

DISCIPLINARY DUE INQUIRY PACK

Employee: Employee name​ Position/department: Position and department​

This pack documents the due inquiry process required by section 14 of the Employment Act before an employer may dismiss an employee without notice for misconduct. The absence of a due inquiry — one conducted impartially and giving the employee a genuine opportunity to be heard — is a leading ground for a wrongful dismissal claim before the Tripartite Alliance for Dispute Management (TADM) or the Employment Claims Tribunals (ECT).

(a) NOTICE OF CHARGES 1.1. Alleged misconduct and evidence: Alleged misconduct and supporting evidence​ 1.2. Notice given to the employee on: Date notice of the charges was given to the employee 1.3. The employee was informed of the right to give an explanation before or at the inquiry.

(b) SUSPENSION (IF APPLICABLE) 2.1. Suspension period: Suspension period pending inquiry (if any)​ — must not exceed 1 week. 2.2. Pay during suspension: Pay during suspension​ — must be at least half of the employee's salary.

(c) INQUIRY RECORD 3.1. Inquiry date and venue: Date and venue of the inquiry​ 3.2. Chairperson (not directly involved in the incident): Inquiry chairperson​ 3.3. Employee's explanation given at the inquiry: Employee's explanation / response recorded at the inquiry​

(d) OUTCOME 4.1. Decision: OutcomeNo case to answer — employee exoneratedDowngrading or other lesser disciplinary measureDismissal without noticeOther disciplinary action 4.2. Reasoning: Reasoning for the decision​ 4.3. Decision date: Date of decision

Chairperson signature ______________ / Inquiry chairperson​ / Employee acknowledged receipt of outcome ______________ / Employee name​ /