Major penalty inquiries require defined charges, employee defence rights, evidentiary hearings, reasoned findings, and a complete inquiry record.

Major penalties may be imposed only after a formal inquiry into alleged misconduct or misbehaviour. Definite charges and supporting imputations must be served on the employee, who may submit a written defence, take assistance from another employee, inspect and seek relevant evidence, cross-examine witnesses, lead defence evidence, and file a written brief. The Inquiry Officer must assess the evidence and record reasoned findings on each charge. Non-compliance may result in an ex parte inquiry. The complete inquiry record must be forwarded to the Competent Authority where it did not conduct the inquiry.

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