Restoring Justice with a Fair Domestic Inquiry by Humanology
The tension in the boardroom of Stellar Ace Manufacturing was unmistakable.
“We have a serious issue,” said Mr. Tan, the CEO, addressing his leadership team. “There’s been a complaint about misconduct by one of our senior managers. The team is divided, and if we don’t handle this right, we risk losing trust across the entire organization.”
Ms. Aisha, the HR Director, nodded gravely. “We need to conduct a Domestic Inquiry. But this is sensitive—if we don’t follow the proper procedures or ensure fairness, it could lead to legal repercussions and a complete collapse of morale.”
Tan leaned forward, his voice heavy with urgency. “This needs to be resolved quickly and professionally. Get someone who knows how to navigate this process flawlessly.”
The Diagnosis: A Crisis of Trust
Enter Humanology, led by the experienced and empathetic Datuk Dr. Leow. From the very first meeting, he emphasized the importance of fairness and compliance.
“A Domestic Inquiry is more than a procedural requirement,” Dr. Leow explained. “It’s an opportunity to uphold justice, protect your organization’s integrity, and restore trust.”
Humanology began by conducting a thorough preliminary review of the complaint and the company’s disciplinary procedures. The findings were concerning:
- Inconsistent Policies: Stellar Ace’s disciplinary policies were outdated and lacked clear guidelines for handling inquiries.
- Employee Distrust: Rumors about favoritism and bias were spreading, making employees skeptical of the process.
- Legal Risks: The company was at risk of non-compliance with labor laws, which could lead to penalties if the inquiry wasn’t conducted correctly.
Aisha sighed after reviewing the findings. “We’ve been operating with blind spots. This isn’t just about one case—it’s about fixing a broken system.”
Tan added firmly, “This isn’t just about one person’s reputation—it’s about the future of our company culture.”
The Suspense: Overcoming Resistance
Humanology proposed a Four-Phase Domestic Inquiry Framework, but resistance quickly emerged during the planning phase.
“Why bring in outsiders?” asked one senior manager during a leadership meeting. “We’ve handled cases before.”
Dr. Leow addressed the concern with calm authority. “This case is different. It involves senior management, and any perceived bias could escalate tensions. A neutral party ensures transparency and fairness.”
At an all-hands meeting, some employees voiced concerns. “Will the inquiry be fair? Or is this just a way to protect management?”
Dr. Leow responded empathetically. “Fairness is our top priority. Every voice will be heard, and every step will follow the law and best practices.”
The Climax: Conducting the Domestic Inquiry
Humanology guided Stellar Ace through their Four-Phase Framework:
- Policy Review and Update
Humanology revamped the company’s disciplinary policies, ensuring they were clear, compliant with labor laws, and communicated to all employees.
Aisha commented, “This clarity will help prevent future misunderstandings.” - Panel Selection and Training
A neutral inquiry panel was formed, and Humanology provided training to ensure they understood the principles of natural justice and their role in the process.
“I feel confident we can handle this impartially,”said one panel member. - Inquiry Proceedings
The inquiry was conducted professionally, with clear protocols for evidence presentation, witness examination, and defense opportunities. Humanology ensured every participant understood their rights and responsibilities.
During the proceedings, the accused manager said, “I appreciate the opportunity to share my side of the story. This feels fair.” - Findings and Resolution
The panel’s findings were based solely on evidence and were reviewed by Humanology to ensure compliance. The outcome was communicated transparently to all parties.
The Resolution: Justice Restored
Three weeks later, the inquiry concluded:
- A Fair Outcome: The accused manager was found to have committed misconduct but was given a chance to improve with a formal warning and a structured development plan.
- Improved Employee Trust: Surveys showed a 40% increase in trust among employees, who appreciated the transparency and fairness of the process.
- Strengthened Policies: The updated disciplinary procedures became a model for handling future issues.
At the final review meeting, Tan was visibly relieved. “This could have torn us apart, but instead, it brought us closer together. Humanology helped us handle this with integrity.”
Aisha added, “This wasn’t just about resolving a complaint—it was about demonstrating our commitment to fairness and accountability.”
Dr. Leow concluded, “A well-handled Domestic Inquiry isn’t just about solving a problem. It’s about setting a precedent for justice and professionalism. Stellar Ace has proven that even in challenging times, fairness can prevail.”