Make sure you investigate misconduct properly in order to avoid falling foul of any employment law regulations. You should first check any Disciplinary procedures set out in your own HR policies before deciding whether you need to suspend the employee accused of misconduct while you investigate. Full pay and benefits must continue during the course of any suspension. If you decide that a suspension is necessary, consider using a Suspension letter.
Collecting accurate facts and evidence relating to the misconduct is crucial to enable a fair process. Interview witnesses as soon as possible, ensuring that interviews take place in private. If you talk to the employee accused of the misconduct, make it clear to them that any investigatory interview is not a disciplinary hearing. Once you've assessed all the information, you can decide whether to just have an informal meeting or proceed to a disciplinary hearing. If you decide to hold a disciplinary hearing for misconduct, consider using a Invitation letter to a disciplinary hearing for misconduct. For further information read Disciplinary process.