Effective Domestic Enquiry Skills

Duration :

2 days ( 9am – 5pm )

Medium :

English & Bahasa Malaysia

Register Before:

–

Who should attend:

• Non-HR Managers
• Executives
• HOD’s required to serve on D.I. Panel.
• Personnel involved in disciplinary action decision including dismissal.

At the end of the programme, participants will be able to :

• Identify types of misconduct.
• Understand what is a Domestic Inquiry (D.I.)
• Learn how to conduct a D.I.
• Understand the importance of proper conduct of D.I.
• Learn points that must be remembered at the D.I.
• Understand what constitutes a defective D.I.

• Interactive Lectures
• Discussion
• Group Dynamics & Workshops
• Case Studies
• Video
• Individual / Group Presentation

MISCONDUCT

• What is a Misconduct?
• What is Misconduct in Employment?
• Classification of Misconduct – Minor/Major Misconduct

INVESTIGATION

• Commences with Allegation of Misconduct
• Investigation and its Purpose
• Appointment of Investigating Officer (I.O.)
• Investigation Process.
• Qualities of an I.O. Possess
• Investigating Officer’s Report – Format Framing Charge(s)
• Issue Show Cause Letter / Suspension from Work

Workshop 1 : Framing Charges and Preparation of Show Cause Letter

•  D.I. PREMILINARIES
• Set Time, Date, Venue for D.I.
• Issue Notice of Inquiry
• Appoint D.I Chairman and Panel Members
• Prepare Case for Prosecution Summon the Accused

Workshop 2 : Prepare Notice of Inquiry

• D.I. PANEL
• What is a D.I. Panel?
• Selection of D.I. Panel Members.
• Functions of D.I. Panel Members.

Workshop 3 : Prepare Appointment Letter of D.I. Panel Members

• D.I. PROCEEDINGS- WHAT TO DO?
• Pre- D.I Role of Panel
• Before the D.I Commences
• During the D.I Hearing Process
• Points that Should Not be Permitted
• Adjournment of D.I. Proceedings

Workshop 4 : Mock D.I. Based On Case Provided

• POST D.I. PROCEEDINGS
• Prepare Complete D.I. Report
• Difference between Ruling and Judgment.
• Findings / Recommendations for Improvement by D.I. Panel
• Evidence – Based on What Was Adduced During D.I.
• Submission of Report to Management

DISCIPLINARY PROCEDURE

• Not Guilty – What Next?
• Guilty – Determine Punishment.
• Communication of Punishment.
• Mitigation by Employee.
• Punishment Letter.

POINTS TO REMEMBER AT D.I.

• Union Representation of Claimant.
• Within Scope of Employment Act, 1955.
• Claimant Present When Witness Gives Evidence.
• Company Documents Not Shown To Claimant.
• Production of Convincing Evidence.
• Procedural Fairness During D.I.
• Panel Recommendation –v- Management Decision.
• When is a D.I. Not Mandatory.

WHEN IS A D.I. DEFECTIVE?

• Refusal of Union representation at D.I.
• Accused not present when witnesses giving evidence.
• Document presented at D.I. not shown to accused.
• Lack of convincing evidence.
• Lack of procedural fairness.

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