Can a previous investigation report be submitted as evidence in a new investigation?
I'm currently subject to a workplace investigation.
However, a similar situation happened last year (I was suspended from work for 4 months) before I was cleared of wrongdoing and allowed to return to work. The outcome letter, tl;dr made a few recommendations to my managers, and told me to up my game, but cleared my of any serious wrongdoing.
I asked if I could see the report at the time but my employers policy is that investigation reports are not usually shared if it does not go to a hearing (mine didn't).
However, in gathering evidence for my current investigation, I asked again if I could see this report. To my surprise, I was allowed to see it last week by a member of the HR team, albeit warned to treat it "with the strictest of confidence".
The report clears me of wrongdoing and makes a series of recommendations of Performance Improvement Plans that would mean I would be able to keep up with training and understand areas that I could do better in.
None of the recommendations in the report were carried out. And I feel this is relevant to the current investigation. I have a meeting later in the week in which I will be asked to submit evidence. Mindful of the "strictest of confidence" message, would it be appropriate to share last years report and mention that the recommendations in the report were not carried out? Or would this be considered improper practice?