![]() there are significant differences in what the witnesses say.they feel they're not getting enough information.The person investigating does not have to talk to all witnesses, unless either of the following apply: check whether they're broadly saying the same thing.If a large number of people witnessed the same incident, the person investigating should: The witness should have reasonable time to give the statement. the date and time of writing their statement.the reason why they were able to see, hear or know about the issues.the date, place and time of any relevant issues.their name and, where applicable, job title. ![]() answers to specific questions, where necessary.The person investigating should ask the witness to write: is ill and cannot come to an investigation meeting.only needs to give very simple information.is not an employee, for example a customer or client.The person investigating might decide a witness can give a statement without having a meeting. At the end of the meeting, the witness should sign the notes and these can also form a witness statement. The person investigating can also have a meeting with a witness to ask them what they know or saw. Someone should take notes during the meeting. If there's any witnesses with information about the discipline or grievance issue, the person investigating can ask them to write it down in a 'witness statement'. Witnesses can give important evidence that might help decide the outcome of a disciplinary or grievance case.
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