Major-penalty disciplinary inquiries require defined charges, fair hearing, evidence disclosure, and a reasoned inquiry report.

Major-penalty disciplinary proceedings require an inquiry before the specified penalties may be imposed. The disciplinary authority may inquire itself or appoint an inquiring authority; the Internal Complaints Committee is the inquiring authority for sexual-harassment complaints where no separate procedure applies. Definite articles of charge, supporting facts, documents and witnesses must be served, with time for written defence and representation. The employee may inspect relevant records, seek production of relevant documents, cross-examine witnesses, lead defence evidence, and submit briefs; non-compliance may permit an ex parte inquiry.

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