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This article discusses how the cognitive interviewing technique can be adapted for internal disciplinary and grievance investigative interviews within the employment relationship.

It also outlines some of the important techniques which can be used by interviewers in order to improve the quality and accuracy of evidence retrieved from witnesses and employees under investigation even when a critical event may have occurred some time ago.

Please note that this article is written within the context of employment procedures within the United Kingdom, although will be relevant to other jurisdictions as it concentrates on the disciplinary and grievance interview rather than specific legal requirements relating to disciplinary and grievance matters.

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