10 Secrets on Holding A Disciplinary Meeting

  1. A hearing should be private and not interrupted.
  2. Explain:
    1. Who everyone is and the reason for their presence;
    2. the reason for the hearing;
    3. how it will be conducted;
    4. the exact nature of the complaint and go through the evidence
  3. allow the employee to see any documents they haven’t already seen
  4. give the employee a chance to state their case and to respond to any allegations made
  5. get all the facts and take note of any special circumstances
  6. summarise what’s been discussed and highlight any issues that need to be investigated further
  7. If it becomes clear that the employee has a satisfactory explanation for their conduct or performance, stop the hearing and take no further action.
  8. If an employee raises a separate grievance during a disciplinary hearing, you may have to call a halt to the hearing and deal with the grievance first.
  9. Following a disciplinary hearing, you should inform the employee as soon as possible in writing of:
    1. the proposed penalty;
    2. the full reason for the decision;
    3. any required improvement to conduct to remedy the complaint;
    4. the period that the penalty will be on record;
    5. the consequence of any repeated behaviour;
    6. right of appeal and how do so.
  10. If an appeal is requested… is there any impartial person whom has had no previous involvement to hear and decide on the issues?