Finding Fact Law For Disciplinary
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FAQ
Although there are components of fact-findings that exist with larger investigations, fact- findings are primarily conducted when a potential corrective or disciplinary action exists, including something as simple as a written warning.
Chronological often works best. Start with more open-ended questions asking for their side in general and in broad terms. Ask more specific questions afterwards. The idea is to not ask leading questions and to give employees a chance to explain and tell us what they feel is important.
Fact finding is a preliminary high-level review of the issue based on the available information. Fact finding may give the employer confidence that they can act on the complaint without an investigation, or it may identify gaps in information that need to be investigated prior to any action being taken.
What to include in a disciplinary action form First and last name of the employee. Date of the incident. Summary of the issue or event, including witnesses, location, times and dates. Past events or behavior relating to current violation. Employee comments. Corrective actions and dates.
Gather preliminary information as close to the time of the incident as possible by recording basic facts such as: names of the affected individuals, witnesses, dates, times and circumstances etc. determination should be coordinated through the chain of command and the Office of Human Resources.
