Introduction

Normally, misconduct or transgressions in the workplace will be detected or observed by fellow employees or an employee in a supervisory capacity. If acting in good faith towards the employer, such conduct will be immediately reported. If it is of a serious nature, this would lead to some sort of an investigation, if appropriate.

The Code of Good Practice provides that an investigation should be held into alleged conduct that may not be acceptable to the employer. An investigation is important to ensure that an employee is not unnecessarily victimised or discredited, for which they cannot be blamed.

The investigation must be handled discreetly, and the object should be gaining enough evidence to substantiate a charge, which could lead to the guilty finding of the employee. An employer may decide to suspend an employee on full benefits pending an investigation, if they have reasonable suspicion that the employee will interfere with the investigative process or that they may intimidate witnesses and therefore obscure the findings of the investigation or their presence and actions could lead to further substantial losses for the employer. This might include actions of sabotage, intimidation, and violence threatening the safety and property of the organisation.