If an incident is raised about you

What this guide covers

If a formal disciplinary incident is logged about you, you'll be notified and asked to acknowledge it. This explains what that means, your right to reply, and exactly what acknowledging does (and doesn't) do — so you can respond properly.

This page is yours. Only you can acknowledge your own incident. Take it seriously, but don't panic — acknowledging is about receipt, not guilt.

What to do

If an incident is raised about you: you're notified (24 hours), read the document (category, facts, evidence), optionally state your case in a private thread with HR (the manager can't see it), then acknowledge receipt by typing a short confirmation and clicking I Acknowledge Receipt. The process then continues to a decision. Acknowledging means received and read, NOT an admission of guilt; you have a right to reply; doing nothing for 24 hours lets the process continue.

You're notified. A message links you to the incident document. You have 24 hours to review and reply.
Read the document. It shows the category, the facts as recorded, and any evidence attached.
State your case (optional but encouraged). There's a private discussion thread with HR where you can give your side. Your manager cannot see this thread — it's there to protect a fair "both sides" process.
Acknowledge receipt. Type a short confirmation (e.g. "I confirm I have received and read this incident notice.") and click I Acknowledge Receipt. It's time-stamped and recorded.

What acknowledging means

It means "I received and read this." It is NOT an admission of guilt or that you agree with it.
You keep your right to reply — acknowledge and dispute the facts in the thread if you disagree.
If you do nothing for 24 hours, the process can continue without your acknowledgement — so it's better to acknowledge (even while disagreeing) and put your side on record.

What happens next

After you acknowledge (or the 24 hours pass), a sanction officer reviews everything — including anything you said in the thread — and decides the outcome. The result is recorded against the incident.

Good to know

Be factual and calm in the reply thread — it becomes part of the record.
Ask if you're unsure — you can ask HR (in the thread) what something means.
Acknowledging quickly is in your interest — it shows engagement and gets your reply on record inside the window.

The Incident Log (QIL): how it works — the full picture of the process.
Chat & Notifications — how the notification and threads reach you.