This webinar considers what it means to be culturally responsive, and offers practical strategies for the workplace investigator to adopt a person-centred approach.
Recently, tribunals have placed some reliance upon a High Court decision that establishes that where a disciplinary process takes too long that, in itself, may be regarded as a penalty, justifying reduction, or even elimination, of sanctions. Could this apply to us as investigators? And what duties might we owe as a consequence?