Contents

pp v-vii

About the Editors

pp viii-viii

Notes on Contributors

pp ix-xi

Acknowledgements

pp xii-xii

Editors’ Note

pp xiii-xiii

Foreword

pp xiv-xvi

Introduction

pp 1-10

Part I - Counting the Cost

pp 11-12

1 - The Impact on the Investigated: The Potential for Harm to Employees Who Are Subject to Disciplinary Investigations

pp 13-23

2 - The Impact on Investigators: Understanding the Harm that Managers and Others Involved in Disciplinary Investigations Can Experience

pp 24-34

3 - The Impact on Culture: The Potential for Harm to Organizational Culture Through Poorly Managed or Avoidable Disciplinary Investigations

pp 35-46

4 - The Impact on the Bottom Line: The Economic and Financial Harm Caused by Avoidable or Poorly Managed Disciplinary Investigations

pp 47-56

Part II - Making the Change

pp 57-58

5 - A Last Resort: How Pursuing Informal Resolution Can Lead to a Reduction in Employee Investigations, Sick Days and Costs

pp 59-69

6 - Creating Compassionate Cultures: How a Compassionate Culture Leads to the Reduction and Better Management of Employee Investigations

pp 70-81

7 - First Principles: How Clear and Compassionate Disciplinary Policies and Processes Minimize the Harm and Costs of Employee Investigations

pp 82-94

8 - Alongside the Lawyer: How Understanding the Lawyer’s Perspective Supports the Better Management of Employee Investigations

pp 95-106

Part III - Charting the Future

pp 107-108

9 - Working in the Grey: How Human Resources Can Mitigate Organizational Risk and Promote Employee Wellbeing in the Management of Employee Investigations

pp 109-120

10 - How the Concept of Avoidable Employee Harm Can Be Used to Improve the Management of Employee Investigations

pp 121-132

11 - A Systematic Approach: How an Effective Occupational Health and Wellbeing Approach Can Improve the Management of Employee Investigations

pp 133-144

12 - The Disciplinary Policy and Beyond: Steps to Improve the Management of Employee Investigations

pp 145-155

13 - A Call to Action: The Disciplinary Process through the Lens of the Chartered Institute of Personnel Development’s Profession Map – Principles- Led, Evidence- Based and Outcomes- Driven

pp 156-166

Looking for Support, New Insights and Resources to Help with Your Employee Investigations?

pp 167-167

Index

pp 168-172