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An Internal Investigation Procedure outlines the steps organizations take to examine potential misconduct, compliance breaches, or workplace incidents. In Singapore, these procedures align with key regulations like the Prevention of Corruption Act and the Workplace Safety and Health Act, helping companies maintain proper governance and protect themselves from legal risks.

The procedure typically covers how to gather evidence, interview witnesses, protect confidentiality, and document findings while respecting local employment laws. It guides HR teams and legal departments through sensitive situations like fraud allegations, harassment claims, or safety violations, ensuring investigations remain fair, thorough, and legally defensible under Singapore's regulatory framework.

Use an Internal Investigation Procedure when serious workplace issues arise, such as suspected fraud, harassment complaints, safety violations, or breaches of company policies. In Singapore's strict regulatory environment, having this process ready helps organizations respond quickly to incidents while staying compliant with the Prevention of Corruption Act and Employment Act.

Companies particularly need this procedure when facing whistleblower reports, financial irregularities, workplace accidents, or data privacy breaches. It provides a structured framework for gathering evidence, protecting confidentiality, and documenting findings—essential steps for defending against potential regulatory action or legal claims under Singapore law.

• Basic HR-Led Investigations: Used for routine employee misconduct, harassment claims, or workplace disputes, following Singapore's Employment Act guidelines
• Financial/Fraud Investigations: More rigorous procedures for examining financial irregularities, often involving external auditors and strict documentation requirements
• Safety Incident Reviews: Specialized protocols aligned with Workplace Safety and Health regulations, focusing on accident investigation and prevention
• Data Privacy Breaches: Specific procedures following PDPA requirements, emphasizing digital evidence collection and data protection measures
• Compliance Violations: Comprehensive frameworks for investigating regulatory breaches, incorporating MAS guidelines and corporate governance requirements

• HR Directors and Managers: Lead and coordinate internal investigations, ensuring compliance with employment laws and company policies
• Legal Counsel: Review investigation procedures, provide legal guidance, and ensure alignment with Singapore's regulatory requirements
• Compliance Officers: Monitor investigations for adherence to corporate governance standards and regulatory frameworks
• Department Heads: Support investigations within their teams, maintain confidentiality, and implement recommended actions
• External Investigators: Specialized professionals brought in for complex cases requiring independent expertise
• Board Members: Oversee serious investigations and make final decisions on major findings

• Company Profile: Gather organizational structure details, relevant policies, and reporting hierarchies
• Legal Requirements: Review Singapore's Employment Act, PDPA, and industry-specific regulations affecting investigations
• Investigation Scope: Define types of incidents covered, from misconduct to safety violations
• Team Roles: Identify key personnel responsible for investigations, including HR, legal, and department heads
• Documentation Standards: Establish templates for interview notes, evidence collection, and final reports
• Confidentiality Measures: Outline data protection protocols and information sharing guidelines
• Timeline Guidelines: Set reasonable deadlines for investigation stages and reporting requirements

• Purpose Statement: Clear objectives and scope of investigations covered by the procedure
• Legal Framework: References to relevant Singapore laws including Employment Act and PDPA requirements
• Confidentiality Clause: Protocols for handling sensitive information and witness protection
• Investigation Steps: Detailed process from initial report to final documentation
• Evidence Handling: Guidelines for collecting, storing, and protecting investigation materials
• Reporting Structure: Clear chain of command and escalation procedures
• Documentation Requirements: Templates and forms for recording investigation findings
• Rights and Obligations: Responsibilities of all parties involved in the investigation process

An Internal Investigation Procedure is often confused with a Disciplinary Procedure, but they serve distinct purposes in Singapore's workplace framework. While both deal with workplace issues, their scope and application differ significantly.

• Purpose and Timing: Internal Investigation Procedures focus on fact-finding and evidence gathering before any conclusions are drawn, while Disciplinary Procedures outline specific actions taken after misconduct is confirmed
• Scope of Application: Investigation procedures cover a broader range of incidents, including accidents, fraud, and compliance issues, whereas disciplinary procedures specifically address employee misconduct and its consequences
• Legal Requirements: Investigation procedures must align with evidence-handling rules and privacy laws, while disciplinary procedures focus on fair employment practices and contractual obligations
• Outcome Focus: Investigation procedures aim to establish facts and make recommendations, while disciplinary procedures detail specific penalties and corrective measures