I'm quite new to the HR side of things coming from a H&S background and I'm looking for some advice regarding how everyone deals with a health & safety investigation that recommends that disciplinary action is taken against an employee.
Our current process is a follows
1. Health & Safety team investigate an event in full and finds that H&S policy has been breached.
2. The Health & Safety Manager agrees that there should be a disciplinary based upon the evidence which has been found by the team.
3. A supervisor then reviews the same findings and decides if the disciplinary should go ahead.(the HR Investigation for the disciplinary)
4. If it is decided that it should then a different supervisor is brought abreast of the findings and holds the disciplinary meeting with the individual.
This has been raised as a query by the health & safety team as to why a Supervisor is allowed to potentially override a Manager's decision, and why does a second investigation need to be done when they have already completed one, especially as they are the competent specialists in Health & Safety within the company, so should surely know if H&S policy has been breached
Our current HR Manager has stated that this is because the disciplinary process must be separate from the H&S investigation and must be completed in full, including a separate investigation, and that it's not up the Health & Safety team to decide if an investigation should be a disciplinary.
I can see both side of things and was wondering how these sorts of events are managed within your workplaces? It sort of feels like step 3 is just a duplicate and is a potential waste of both time and money however it does create a perception of separation between the two investigations
I welcome your thoughts and comments