June 20, 2025
Here’s what you need to know
Have you been called in for a meeting with your boss? Are you facing a workplace investigation? The MEU is here to help you get through it.
An employee facing a workplace investigation has rights, including procedural fairness. The employee must have the opportunity to adequately respond to all allegations, including any that emerge during the investigation process, before any decision is reached.
Before the meeting
When you have been informed of a meeting taking place, notify your delegate or contact the Union immediately. Notify them of the time and location of the meeting. It is important that your union reps know as soon as possible so they can take action and prepare you.
If you are called into a disciplinary meeting without warning, ask for the meeting to be rescheduled.
Ask your delegate to accompany you to the meeting. If they are unable to attend, arrange for an alternative support person to go. Inform the company contact who will be with you at the meeting.
Arrange to meet with your chosen support person prior to the meeting to discuss the incident or event that led to the investigation/meeting, and potential outcomes. Make them aware of any previous disciplinary action that may be documented on your employment record before the meeting.
Collate any relevant and important evidence to support your response if you are aware of the investigation subject.
The meeting
You should expect a minimum of 24 hours’ notice before the start of the meeting. The meeting may be held face-to-face, over the phone, or via video conference. In each case, your elected support person should be with you.
You may be stood down/stood aside on full pay while the investigation takes place, which should be detailed in a written letter from your employer. You may be instructed not to access any company property or computers while stood down/stood aside.
You will be told the confidentiality requirements of the matter.
You are able to seek legal advice and assistance from your support person and the Union, but the employer is not required to inform you of this.
You may not be informed of the accusations made until you attend the meeting. If this is the case, request that the allegations be provided in writing.
The meeting may be attended by a company officer and a second person taking notes. The meeting facilitator will state the roles of the attendees and that the matter could result in disciplinary action up to and including termination of the employee’s employment.
There is no set time frame that an investigation is required to completed in. Due to several factors that can impact the investigator’s ability to gather information, these matters can take a significant amount of time which the Union has no control over.
After the meeting
Debrief with your support person. If they’re not a union representative, be sure to contact the Union to notify us of the outcome. Continue to update your support person in the days or weeks after the meeting, especially if the company contacts you.
Maintain confidentiality of the matter. Do not interact with any other people who may be involved in the investigation.
If you are stood down/stood aside, do not attempt to access or use any company property. Remain contactable at the times that align with your normal rostered hours of work.
See your doctor or mental health specialist to assist with stress management. Remember, the Union can provide you with the contact details of independent services that deal with stress and trauma.
Be honest, reach out, and know your rights. The MEU is here to support you.
