PRELIMINARY WORKPLACE INQUIRY

WHAT IS A PRELIMINARY
WORKPLACE INQUIRY?

A preliminary inquiry is an exploratory process used to determine whether or not any actionable allegations exist and the specific details of the alleged conduct.

At times, organisations may come across vague and limited information that suggests misconduct has occurred, but there is lack of specificity in the information at hand. This information may, for example, be brought to the attention of your organisation through anonymous reports, rumour, hearsay, or audits.

When you need more information about the ‘who’, ‘where’, ‘why’ and ‘what’ before the matter can be appropriately investigated, a Preliminary Inquiry is your first step.

A preliminary inquiry is an exploratory process
used to determine whether or not any actionable
allegations exist and the specific
details of the alleged conduct.

At times, organisations may come across vague
and limited information that suggests misconduct
has occurred, but there is lack of specificity in the
information at hand. This information may, for
example, be brought to the attention of your
organisation through anonymous
reports, rumour, hearsay, or audits.

When you need more information about the ‘who’,
‘where’, ‘why’ and ‘what’ before the matter can
be appropriately investigated, a
Preliminary Inquiry is your first step.

WHAT IS A
PRELIMINARY
WORKPLACE
INQUIRY?

WHAT IS THE
PROCESS
FOR A
PRELIMINARY
WORKPLACE
INQUIRY?

Once an Acquire HR consultant is appointed, we will conduct interviews with relevant parties and source any other evidence related to the broad claims that have been made relating to misconduct in the workplace.

We examine and assess all evidence collected and a Preliminary Inquiry Report is prepared and submitted to you.

Interviewing and putting allegations to a respondent is not a component of a Preliminary Inquiry. Therefore, no ‘balance of probability’ findings are made, and no disciplinary actions can be applied at this stage.

Preliminary Inquiries can be customised to meet the needs of your organisation. For example, you may want a Preliminary Inquiry that only determines the particulars of any allegations discovered. Alternatively, you may wish to request both the details of any allegations, and recommendations about what next steps your organisation might consider exploring.

IS A PRELIMINARY WORKPLACE INQUIRY RIGHT FOR YOUR BUSINESS?

Get in touch for an obligation-free phone consultation to see how Acquire HR can help you today.