PROCEDURAL STEPS TO BE FOLLOWED BY. THE CHAIRMAN OF A DISCIPLINARY HEARING. • state the purpose of the disciplinary hearing and how the hearing will be conducted. During the disciplinary hearing meeting or investigation meeting, the person 1 Welcome all presentIntroduce yourself and any other participants unknown to each otherState the purpose of the enquiry: This enquiry has been convened to hear Open the hearing and introduce yourself (if necessary)Check that the employee is presentRequest parties to sign an attendance register. Introduce the parties if necessaryAdvise parties if you are recording proceedings. (If employee requests permission to also record proceedings, this would normally be granted.) If A proper disciplinary process should contain a five key steps: A disciplinary investigation. outline the nature of the allegations and explain what the panel needs from the Checklist for Chairperson of a Disciplinary Enquiry DateIn the matter between Chairmans Checklist for Disciplinary Hearings. It is important that this person be given a say, even if the evidence against them is overwhelming. The employer should avoid getting into an argument, even if baited by the employee or companion The Chairman 4 tips to run a smooth disciplinary hearingRemain objective and ask the right questions. Find out what questions to ask, who should attend, and how to document the meeting If employee is presentCheck if employee has or requires a representativeCheck whether the employee requires an interpreter fellow employee conversant in the required languagesCheck that the employee received the notice of the hearingCheck that the employee understands the allegations During the hearing, the employer should allow plenty of time for the employee to ask questions and provide evidence. A meeting to discuss the issue (the disciplinary hearing) A disciplinary ision. An initial disciplinary letter that sets out the issues to be discussed. A chance to appeal the disciplinary ision Learn how to conduct a fair and effective disciplinary hearing with this guide from DavidsonMorris Solicitors.
PROCEDURAL STEPS TO BE FOLLOWED BY. THE CHAIRMAN OF A DISCIPLINARY HEARING. • state the purpose of the disciplinary hearing and how the hearing will be conducted. During the disciplinary hearing meeting or investigation meeting, the person 1 Welcome all presentIntroduce yourself and any other participants unknown to each otherState the purpose of the enquiry: This enquiry has been convened to hear Open the hearing and introduce yourself (if necessary)Check that the employee is presentRequest parties to sign an attendance register. Introduce the parties if necessaryAdvise parties if you are recording proceedings. (If employee requests permission to also record proceedings, this would normally be granted.) If A proper disciplinary process should contain a five key steps: A disciplinary investigation. outline the nature of the allegations and explain what the panel needs from the Checklist for Chairperson of a Disciplinary Enquiry DateIn the matter between Chairmans Checklist for Disciplinary Hearings. It is important that this person be given a say, even if the evidence against them is overwhelming. The employer should avoid getting into an argument, even if baited by the employee or companion The Chairman 4 tips to run a smooth disciplinary hearingRemain objective and ask the right questions. Find out what questions to ask, who should attend, and how to document the meeting If employee is presentCheck if employee has or requires a representativeCheck whether the employee requires an interpreter fellow employee conversant in the required languagesCheck that the employee received the notice of the hearingCheck that the employee understands the allegations During the hearing, the employer should allow plenty of time for the employee to ask questions and provide evidence. A meeting to discuss the issue (the disciplinary hearing) A disciplinary ision. An initial disciplinary letter that sets out the issues to be discussed. A chance to appeal the disciplinary ision Learn how to conduct a fair and effective disciplinary hearing with this guide from DavidsonMorris Solicitors.
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