1. Be aware of the legal framework; follow a fair procedure as laid down in the ACAS Code of Practice, April 2009
2. Understand the essential paperwork evidence required – contract, policies, letters, emails, etc – more important than verbal evidence
3. Ensure the evidence is credible – do a thorough investigation acting consistently with all witnesses; the more serious the allegation the more thorough the investigation.
4. Distinguish facts from opinion don’t act on assumptions or hearsay
5. Keep written records. No matter how trivial an employee situation causing concern document even minor conversations and short meetings, keep emails, etc – you never know when you might need to rely on that evidence later in the tribunal court.
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