Referring an employee to investigation is never a routine formality — it is the step that opens the entire disciplinary process, and getting it wrong causes real damage. It is meant to uncover the truth behind an accusation before any penalty is decided, and it exists as much to protect the accused employee from being blindsided by a referral with no warning as it is to establish what happened, since that kind of surprise carries genuine psychological and reputational cost.

A referral to investigation is issued through an administrative decision or memorandum from the authority responsible for disciplining employees within the entity, or from whoever that authority delegates — and it should never be treated casually, since laxity here tends to reward the very violation it was meant to address. This course from the Arab British Fellowship Training Academy walks participants through that entire procedure, including how an investigator formally summons an employee to appear at a set time and place to answer the accusations against them or be confronted with other suspects.

Who Should Attend?

• Directors and managers of companies and institutions.
• Employees responsible for legal departments in commercial and trading companies.
• Managers of legal and legal-affairs departments across companies and institutions, and legal officers.
• Businessmen developing their legal skills, and staff working in legal administration.
• Law students and graduates, and trainee lawyers.

By the end of this course, participants will be able to:

• Study and analyze the actual state of roles and functions within their administration.
• Identify the obstacles and problems affecting those roles, and ways to address them.
• Apply the methods and procedures followed to impose a disciplinary penalty on employees.
• Trace the sequence of a disciplinary procedure and the stages involved in following it up.
• Build a comprehensive understanding of employees' legal affairs and how to keep track of them.
• Examine the philosophy behind organizing a role and its holder, and how that reflects on the wider institution.
• Recognize disciplinary and administrative-investigation methods and how they are treated in administrative courts.

Module 1: Before the Investigation Begins

• The legal systems governing employee affairs, and why they matter for organizing employees' work.
• The procedures that apply during the pre-investigation stage.

Module 2: Running the Investigation

• The procedures to follow throughout an administrative investigation with an employee.
• The investigation record an investigator is expected to know how to prepare.
• The proper technique for directing questions during questioning.