Domestic Inquiry: The Complete Guide (Investigation, Prosecution, Procedure)

In managing Human Capital’s discipline, justice must not ONLY be done but must be seen to be done. The “Twin Pillars” of Natural Justice, being “No person shall be condemned unheard” and “No person shall sit in judgment in his own cause or in any in which he is interested”, must be adhered to. The objective of holding a Domestic Inquiry has two-fold reasons. Firstly, to give the opportunity to the employer to prove the charges of misconduct against a delinquent employee before punishment is meted out, and secondly, to give the employee sufficient opportunity to defend himself / herself. This training is specially tailored for employees who are appointed to ensure the smooth running of DI with clear direction throughout the process.

Day 1: Understanding & Assessing Workplace Misconduct

• Understanding Workplace Misconduct
• Misconduct vs. Employee Grievances
• Applying the Balance of Probability in Disciplinary Matters
• Assessing and Establishing Misconduct in the Workplace

Day 2: Domestic Inquiry Process & Case Prosecution

• Roles and Responsibilities in Domestic Inquiry
• Prosecution of Cases
• Developing the Di Sequence
• Graceful Question-Handling Skills

1. Understand the key processes and legal principles governing Domestic Inquiry, including the roles, responsibilities, and procedures involved in handling disciplinary matters.
2. Develop the competency to manage workplace misconduct and Domestic Inquiry cases effectively, particularly in the role of a Domestic Inquiry Prosecution Officer.
3. Understand the legal rights, responsibilities, and jurisdictions of employees, employers, and relevant authorities under applicable employment and industrial relations laws.
4. Apply relevant provisions of employment and labour laws when managing employee discipline, misconduct, and Domestic Inquiry proceedings.
5. Prepare and manage proper documentation and supporting evidence required for Domestic Inquiry proceedings and relevant submissions, ensuring accuracy, completeness, and compliance with applicable requirements.

• Top Management
• Middle Managers
• Managers and professionals who are responsible for HR activities
• Non-HR professionals who are responsible for HR activities