Many months ago I was involved in an incident were I was hurt. Anyway the other day without warning my manager announces I have to attend an investigation meeting there and then.
I was asked if I wanted a ‘witness’ I asked for a friend at work but to be told he’s about to go out driving so I got someone else.
I was told not to stress as it wasn’t a disciplinary meeting.
My question is are they allowed to do this without warning.
It sounds a bit odd, if it wasn’t a disciplinary why did they suggest you get a witness?
Although if it was an actual disciplinary they would have had to have allowed your first choice of witness whether he was about to go out or not.
Basically I’ve no idea, sorry.
Thanks for answering defo an investigation about what happened. Maybe the manager was being courteous.
It may not be a disciplinary. I had called up to see the H&S manager at ASDA last year to give me a heads up on an investigation at national level. A few days later I got the call to come in for it and as a surprise to both of us, his information was wrong. It wasn’t ASDA who interviewed me, it was an environmental health officer who was reporting to the procurator fiscal and I went in on my own. It turns out that my incident was one of many in a particular region so they were looking at possible changes to legislation and needed a more detailed account (my reasons for my actions rather than description of what happened) of my actions. It took 2 hours but seemingly I cant get a better recommendation than that if I apply for a job with them. No further action! It might be something like that but internal ie company precedures
IME, they say it’s informal to get you to drop yourself in it…
It was official I got a copy to sign etc was just wandering about the notice of it.
rambo19:
IME, they say it’s informal to get you to drop yourself in it…
You said it, beware of plastic smiles on investigating management 
Be very careful on something like this. If you go in and there’s more than just your line manager present then, if it was me, I would ask for a adjournment so you can prepare and get exactly who you want to accompany you. May sound a bit OTT but companies are often just looking for a reason to apportion blame and you will get as much as they can dropped on you unless you can fight your case. Also, don’t rely on your union rep, if you have one, a knowledgeable friend is usually a better bet.
tallyman:
Be very careful on something like this. If you go in and there’s more than just your line manager present then, if it was me, I would ask for a adjournment so you can prepare and get exactly who you want to accompany you. May sound a bit OTT but companies are often just looking for a reason to apportion blame and you will get as much as they can dropped on you unless you can fight your case. Also, don’t rely on your union rep, if you have one, a knowledgeable friend is usually a better bet.
Good advice ^ particularly about shop stewards.
rambo19:
IME, they say it’s informal to get you to drop yourself in it…
So very true.
And don’t be tricked into accepting an alternative witness either. I’ve been “offered” a fellow employee to be a witness years ago, would’ve been a company brown nose had I said yes.
If it’s informal I wouldn’t worry, a good company would like to investigate to see if a similar incident can be avoided in the future for yourself and others, a company ignoring it would be a bigger concern.
they should give you notice so you have time to prepare and arrange suitable representation i would have made them wait till i was prepared, i think you will find tht by law they should have
bjd:
they should give you notice so you have time to prepare and arrange suitable representation i would have made them wait till i was prepared, i think you will find tht by law they should have
^^this!!
Your probably right will have word with my solicitor.
LASHHGV:
Your probably right will have word with my solicitor.
Perhaps a little too drastic…
tallyman:
Be very careful on something like this. If you go in and there’s more than just your line manager present then, if it was me, I would ask for a adjournment so you can prepare and get exactly who you want to accompany you. May sound a bit OTT but companies are often just looking for a reason to apportion blame and you will get as much as they can dropped on you unless you can fight your case. Also, don’t rely on your union rep, if you have one, a knowledgeable friend is usually a better bet.
Good advice…
Carl Usher:
LASHHGV:
Your probably right will have word with my solicitor.Perhaps a little too drastic…
Not at all - always worth making sure you are protected…
Dave
Bump for the weekday boys.
Go in with a claw hammer. Just place it on the table nice and calm and say what’s awe this about then 
I wish I’d of done that 16 years ago to a certain manager.
An investagatory meeting is the perunner to a disiplinary meeting . What you say at one of these meetings will be analised and if you have admitted doing anything thats not in line with company policy you are in effect shafting yourself .
1 - you should have been given 7 days notice by letter which should have advised you what this meeting is about .
2- you have the right to be accompanied by a work mate or a unoin rep.
if those terms have not been met - I’d lodge a greivance immediately - make no mistake - if you admitted something in that meeting your next step is to a disiplinary meeting .
Remember Human Resourses are there to get the best outcome for the company not you do not be fooled by the plastic smiles and the "friendly chat "