Inform the employee that they have the right to bring a colleague (or union representative) to the hearing. Non-negotiable points (ie those required by law or union policy) have been highlighted. Explain procedure to be followed: both opening statements, both leading case and calling witnesses, closing arguments, recess for verdict, verdict ... Comprehensive record need to be kept of the disciplinary hearing. A disciplinary procedure is a formal way for an employer to deal with an employee's: unacceptable or improper behaviour ('misconduct') performance ('capability') Before starting a disciplinary procedure, the employer should first see whether the problem can be resolved in an informal way. 2. Obtains a copy of the company’s disciplinary code and familiarize self with the procedures outlined in this document. You need to ensure the accused employee did get at least 3 days notice of the hearing or any time in excess of 3 days as indicated in the company’s disciplinary code / procedures. Disciplinary hearing. Review your procedures and make sure they are fair and transparent and are in accordance with the Acas Code of Practice. The employee should be advised of the disciplinary meeting in writing and told. A disciplinary hearing can be a make-or-break situation for many an employee. mm 16 Dec 2014 at 11:21 pm # i received an email whilst at work today from my director at 3.15pm that i was invited to attend hearing at 3.30pm – this came as a complete shock to me. If your Company’s disciplinary procedure is not contractual then your employer does not need to consult with its employees before changing the procedure. The statements made during the grievance procedure can be used during the disciplinary procedure and therefore do not have to be made again. 6. 2. procedure to a disciplinary procedure. Has the employee been made aware of the employer’s disciplinary rules and procedures? Have the procedures applying to disciplinary matters been provided to the employee with their ... N.B. Please ensure that all discussions during this process are fair, appropriate and above reproach. This can often be the quickest and easiest solution. The below checklist is for guidance purposes only, as it is recognised that the Chair will need to determine how best to manage any hearing given the individual circumstances of the case. You must prepare for the hearing … Disciplinary Hearings (a) Written notice of a disciplinary hearing will be given at least five (5) school days before the hearing is scheduled to take place, which could imply temporary suspension from classes, excluding formal scheduled tests and examinations which count towards the learner’s year mark. How to Chair a Formal Hearing For the Disciplinary Procedure. It can mean the difference between continued employment or searching the market for months, even years, looking for another job. It is, however, important that the rights of the accused be acknowledged (see par 5.3.3) and that the disciplinary This checklist should be used alongside the NEU’s model policy on disciplinary procedures to help you negotiate a policy acceptable to the union. It is not a process to be taken lightly. 3. 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disciplinary hearing procedure checklist

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