Fact Finding

[whatamess!!]

When going into a fact finding interview can you ask to see any documentation they might use in the fact finding interview? Before you it the interview?

[louielouie]

the title says it all, its only a fact finding interview alas obtaining the facts
if the lino is to process further i.e formal interview then its at that time u will be given all relevant inforamtion that the lino will be using whilst he undertakes his formal interview.
dont forget you can have anyone with u to support and represent you.
notice to attend fact finding can be short but for your formal you need 48 hrs to read relevant docs and get reprentation.
but hay u can take anyone with you for support so call the lino bluff and take area manager so if lino is a cock then the area manager will establish this lol
hope this helps
louielouie

[Fred B]

They can turn a fact finding interview into a formal one but they must tell you at what stage this happens. At that point get your rep if you haven't already done so. Make sure you've got someone with you because you know what managers are like for lying.

[brothermagrew]

There is no right for an employee to be accompanied at an informal meeting. The right to be accompanied applies only to a disciplinary hearing that could result in:

• the administration of a formal warning to a worker by his or her employer;
• the taking of some other action in respect of a worker by his or her employer; or
• the confirmation of a warning or some other action taken (ss.10 and 13(4) of the Employment Relations Act 1999).

An employer that is conducting an informal meeting to discuss minor misconduct should ensure that this does not result in a formal warning to the employee, as this would turn the meeting into a formal disciplinary hearing and give the employee the right to be accompanied.

If, during informal discussions about a disciplinary issue, it becomes apparent that the matter may be more serious than first envisaged, the employer should terminate the informal proceedings and commence the formal disciplinary procedure. The employer must inform the employee that proceedings are now formal. The employer should carry out any necessary investigation before holding a formal disciplinary hearing with the employee. An investigatory meeting with the employee could follow immediately after the informal discussions, as long as the meeting is purely investigatory and will not result in disciplinary action. The employer should arrange for notes to be taken of the investigatory meeting. Following the investigation, the employer should invite the employee to a disciplinary meeting, at which he or she will have the right to be accompanied.

[charlie1]

If you feel certain paperwork is needed to assertain your response and it is not made available at the the fact finding interview,then decline to answer until a time to when it is produced. It is far better to check when the evidence is made available, as your responses in a fact finding interview could be used against you at a later date, so if you are not sure, then say nothing.

[stokes11eg]

There is no right for an employee to be accompanied at an informal meeting. The right to be accompanied applies only to a disciplinary hearing that could result in:

• the administration of a formal warning to a worker by his or her employer;
• the taking of some other action in respect of a worker by his or her employer; or
• the confirmation of a warning or some other action taken (ss.10 and 13(4) of the Employment Relations Act 1999).

An employer that is conducting an informal meeting to discuss minor misconduct should ensure that this does not result in a formal warning to the employee, as this would turn the meeting into a formal disciplinary hearing and give the employee the right to be accompanied.

If, during informal discussions about a disciplinary issue, it becomes apparent that the matter may be more serious than first envisaged, the employer should terminate the informal proceedings and commence the formal disciplinary procedure. The employer must inform the employee that proceedings are now formal. The employer should carry out any necessary investigation before holding a formal disciplinary hearing with the employee. An investigatory meeting with the employee could follow immediately after the informal discussions, as long as the meeting is purely investigatory and will not result in disciplinary action. The employer should arrange for notes to be taken of the investigatory meeting. Following the investigation, the employer should invite the employee to a disciplinary meeting, at which he or she will have the right to be accompanied.

Would addbrothermcgraw, that a female employee can take someone in to any form of meeting!

[POSTMAN]

Stokes,why would that be?

[brothermagrew]

I take what you say at face value sister stokesie, but would help if you could produce chapter and verse so to speak