Domestic Inquiry Workshop

Overview

As a general rule, it is important to remember that no employee should be dismissed for misconduct unless the employee concerned has been given an opportunity to defend himself/herself or has been given an opportunity to be heard.

In order to allow employees to properly defend themselves, employers can hold a domestic inquiry which will help them decide whether the misconduct was committed and what sort of punishment should be meted out.

We have set out below the basic steps in holding a domestic inquiry.  Again, it is important to remember that the law does not require that an employer comply with all these steps before it amounts to a “due inquiry” but these are the steps that should be taken as a best practice.

Objectives

  • Understanding the process of investigation in taking disciplinary action.
  • Preparing the charge sheet, notice of inquiry and panel findings.
  • Understanding the pertinent pre-requisites of domestic inquiry.
  • Learning how to conduct an effective domestic inquiry.
  • Implementing principles of Natural Justice effectively.
  • Learning the roles of panel members, prosecution, union representative and witnesses.
  • Imposing appropriate penalty to commensurate with the misconduct committed.
  • Understanding the employee’s recourse and employer’s counter-action.
  • Understanding the process of investigation in taking disciplinary action.
  • Preparing the charge sheet, notice of inquiry and panel findings.
  • Understanding the pertinent pre-requisites of domestic inquiry.
  • Learning how to conduct an effective domestic inquiry.
  • Implementing principles of Natural Justice effectively.
  • Learning the roles of panel members, prosecution, union representative and witnesses.
  • Imposing appropriate penalty to commensurate with the misconduct committed.
  • Understanding the employee’s recourse and employer’s counter-action.
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Overview

As a general rule, it is important to remember that no employee should be dismissed for misconduct unless the employee concerned has been given an opportunity to defend himself/herself or has been given an opportunity to be heard.

In order to allow employees to properly defend themselves, employers can hold a domestic inquiry which will help them decide whether the misconduct was committed and what sort of punishment should be meted out.

We have set out below the basic steps in holding a domestic inquiry.  Again, it is important to remember that the law does not require that an employer comply with all these steps before it amounts to a “due inquiry” but these are the steps that should be taken as a best practice.

Objectives

  • Understanding the process of investigation in taking disciplinary action.
  • Preparing the charge sheet, notice of inquiry and panel findings.
  • Understanding the pertinent pre-requisites of domestic inquiry.
  • Learning how to conduct an effective domestic inquiry.
  • Implementing principles of Natural Justice effectively.
  • Learning the roles of panel members, prosecution, union representative and witnesses.
  • Imposing appropriate penalty to commensurate with the misconduct committed.
  • Understanding the employee’s recourse and employer’s counter-action.
  • Understanding the process of investigation in taking disciplinary action.
  • Preparing the charge sheet, notice of inquiry and panel findings.
  • Understanding the pertinent pre-requisites of domestic inquiry.
  • Learning how to conduct an effective domestic inquiry.
  • Implementing principles of Natural Justice effectively.
  • Learning the roles of panel members, prosecution, union representative and witnesses.
  • Imposing appropriate penalty to commensurate with the misconduct committed.
  • Understanding the employee’s recourse and employer’s counter-action.