Domestic Inquiry

What is domestic inquiry?

Domestic Inquiry refers to an investigation or inquiry that is conducted within an organization to investigate an alleged violation of company policies, procedures or code of conduct by an employee. It is also known as internal inquiry, internal investigation, or internal disciplinary inquiry. The purpose of domestic inquiry is to determine the facts of the case, and to decide on appropriate action to be taken, if any, with respect to the employee.

The Domestic Inquiry process is usually conducted by a designated person or a committee within the organization and it follows the company’s policies and procedures for such investigations.

Essential features of domestic inquiry

1. Formal Investigation: A domestic inquiry is a formal investigation into alleged misconduct or violation of company rules by an employee.
2. Impartiality: The inquiry should be conducted by an impartial party, such as a senior manager or human resources representative, to ensure fairness and objectivity.
3. Evidence-based: The inquiry should be based on evidence, such as witness statements or documents, to determine the facts of the case.
4. Right to Representation: The employee has the right to be represented by a union representative or legal counsel during the inquiry.
5. Due Process: The employee should be given the opportunity to respond to the allegations and present evidence in their defense.
6. Final Decision: The inquiry should result in a final decision, such as a warning, demotion, or termination, based on the evidence presented and the severity of the misconduct.
7. Record-Keeping: The inquiry proceedings should be recorded and maintained properly.

What is the process of domestic inquiry?

The Process of Domestic Inquiry includes the following: HBR’s employee discipline research

1. Initiation: The domestic inquiry process begins when an employee is accused of misconduct or violation of company rules. The allegations should be reported to the appropriate department or senior management for investigation.
2. Notification: The employee should be notified in writing of the allegations against them, and of their right to representation and due process during the inquiry.
3. Evidence gathering: Evidence, such as witness statements or documents, should be collected and reviewed to determine the facts of the case.
4. Interviews: The employee and any relevant witnesses should be interviewed and asked to provide information and evidence related to the allegations.
5. Representation: The employee has the right to be represented by a union representative or legal counsel during the inquiry.
6. Decision Making: Based on the evidence gathered and the employee’s response, a decision will be made regarding the employee’s guilt or innocence.
7. Consequence: If the employee is found guilty, a consequence will be imposed such as a warning, demotion, or termination.
8. Record-keeping: The inquiry proceedings should be recorded and maintained properly, and the employee and company should be informed of the outcome in writing.

SHRM’s domestic inquiry guidance

A fair, well-documented domestic inquiry process protects both employees and employers during misconduct investigations. Using objective assessments and a structured hiring plan drives improvement, helping organizations attract and retain top talent.

Frequently asked questions