Who should hold a disciplinary hearing?

If, following a reasonable investigation, the employer decides that an employee has a disciplinary case to answer, it should hold a disciplinary meeting. The meeting should be conducted by a manager who has sufficient authority to make a disciplinary decision.

What happens after a disciplinary hearing at work?

Disciplinary action. After the hearing your employer should write to you as soon as possible, saying what action they’re going to take, and telling you about your right to appeal. The decision might be: no action. written warning. final warning. demotion. dismissal.

How are charges explained at a disciplinary hearing?

According to Binks, the charges were explained to the third respondent at the disciplinary hearing. In any event, it did appear from the nature of his defence and evidence which he adduced that the third respondent fully understood the import of the charges against him and conducted his defence thereto reasonably well.

What should be included in an opening statement for a disciplinary hearing?

An opening statement should include : A brief summary of the case. Reference to any facts that are not in dispute. The issues that are in dispute. What has to be decided by the Chairman. How you intend to demonstrate your case through your evidence. What result you are seeking.

What’s the procedure for disciplinary action in the workplace?

Given a written note, signed by both supervisor/manager and employee, of the agreed action to be taken. If this informal counselling does not bring about the required improvement the formal disciplinary procedure will be invoked.

What happens at a disciplinary hearing for an employee?

What happens in a disciplinary hearing. The hearing is the chance for both the employer and the employee to state their case. The employer, employee and employee’s companion should make every effort to attend. The employer should: explain the employee’s alleged misconduct or performance issue. go through the evidence.

Can a disciplinary hearing take place in absentia?

Have the hearing on the proposed date and time. Even if the employee doesn’t show up for the hearing, the hearing must still take place (in absentia) and can the employer proceed to present evidence to the chairperson. The chairperson will determine if the employee had sufficient notice of the hearing and if the employee is absent

What should I bring to my disciplinary hearing?

In good time before the hearing, the employer should put in writing to the employee: Employers can download letter templates for giving an employee notice of a disciplinary meeting. The employee can also bring evidence to the hearing, for example emails, to show and talk about.

Can a vague charge be used in a disciplinary hearing?

Formulating charges that are general or vague will not assist the employers’ cause, but will instead, be seen to be unfair. Formulating charges clearly, legally and in a manner useful both to the employee and to the employer is very difficult. This should not be done without the assistance of a labour law expert.