A fact-finding or investigation meeting is usually intended to establish what happened before a decision is made about the next step. It is not necessarily the disciplinary hearing, but your answers, documents and the investigator’s notes may be used later.
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What an investigation meeting is for
The investigator may collect your account, test documents, identify witnesses and clarify gaps. They should be establishing facts rather than deciding guilt during the interview. The investigation may end with no further action, informal action or a recommendation that the matter proceeds to a formal hearing.
What you should receive or ask for
- The subject of the investigation and enough detail to understand your involvement.
- The investigator’s name and role, and any terms of reference.
- The meeting date, format, attendees and note-taking arrangements.
- The policy, accompaniment position and any documents to be discussed.
- An explanation that the meeting is investigatory and what may happen afterwards.
No automatic right does not mean no request
There is generally no automatic statutory right to be accompanied merely because a meeting is investigatory. Check the departmental policy and ask for union or colleague support, particularly where the issue is serious or an adjustment is needed.
Members can unlock: an investigation-meeting defence plan, allegation analysis, evidence and witness checklist, difficult-question wording, companion requests, post-interview corrections and steps to protect the position before any disciplinary hearing.
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