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At HR 180 days are often really tricky to deal with you should have a clear process so let's take a look at what that should be firstly you'll need to decide if Jeff actually did anything wrong was it just a spat or was there violence the staff handbook explains what falls into a minor or more serious category most minor matters can be dealt with informally first speak to the two of them separately and then see whether they're willing to talk with each other you're trying to make sure that they'll work together positively in the future you do though need to make it clear what you expect of them both everyone miss leave heart meeting knowing what they've done wrong if anything and what will happen if the situation occurs again so what if Jeff did punches colleague this is a definite disciplinary breach so you'll need to consider the next three steps suspension investigation and disciplinary you need to decide if Jeff should be away from work during the investigation tell him what you think has happened and that suspension is just a precaution it will be on full pay and doesn't mean you've decided anything yet he needs to go home and not talk to anyone at work so now that difficult conversation is out of the way don't forget everything always needs to be confirmed in writing especially if the individual mentioned something during the suspension meeting as the line manager you'll be making the final decision so you'll need to get someone else to do the investigation someone who's had no involvement so far and can look at it with a fresh pair of eyes why handle this on your own call HR 180 exploded take charge of the situation we're just like a mini police department would carry out our investigations prepare everything for you chair any meetings and leave you to be the judge and jury in making a decision to start off the investigation we'll need to speak to any witnesses but as it's a formal process we'll ask them first in writing we'll review the witness statements and then speak to Jeff to get the final piece in the jigsaw whilst everyone's stories are usually similar there are sometimes minor differences that's normal because everyone has a different take on the event we're simply trying to work out what's the likeliest story it may be that the investigation shows that nothing really happened it was a non-event Jeff would then come back to work the case filed away and dropped if though rules were broken you'll need to write to Jeff inviting him to a disciplinary hearing in closing all of the evidence against him uncovered by the investigation in this case witness statements in that letter you need to give him enough notice confirm what he's done wrong and tell him he can bring a representative the rat can be a colleague as long as they're.