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  • Disciplinary Hearing Procedure Checklist- The Chairpersons Step-by-step Guide Download This

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DISCIPLINARY HEARING StepbyStep Guide Free Download: This downloadable document may be copied for use as intended by the publishers i.e. as a guide in the conduct of disciplinary hearings. It may.

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Once the procedure has been explained, the next steps to be taken are: Ask if everybody understands the procedure. Read out the charges to the employee, and ask him/her if he/she understands the nature and the seriousness of the charges against him/her. Ask the employee to plead to the charges and record the plea.

Introduce yourself and any other participants unknown to each other. State the purpose of the enquiry : Ask the employee if he/she understands his/her rights as explained in the Notice of Disciplinary Enquiry. If the answer is negative, go through his/her rights with him/her.

In considering the verdict of guilty or not guilty, the Chairperson will consider all the evidence led at the Disciplinary Hearing by both parties. Based on that evidence, he will decide, on the balance of probability, whose story is more likely to be true – that of the complainant or that of the respondent.

A fair procedure dictates that the chairperson of a disciplinary hearing should (if possible): Be unbiased and impartial. Have no prior knowledge of the case. Must remain neutral at all times and does not represent either party to the dispute.

The employee should be given the chance to: set out their case. answer any allegations. ask questions. show evidence. call relevant witnesses (with good notice) respond to any information given by witnesses. choose if their companion can speak for them at the hearing.

Hearings are chaired by a manager in the Leadership Job Family (Grade 15 and above). The hearing officer is sometimes known as the disciplining officer. 2. A representative from HR will attend the hearing to support the hearing officer and to give HR advice at any point needed throughout the meeting.

Guide to chairing a disciplinary hearing Give them at least 48 hours notice. Explain the reason/s for the hearing. Enclose/attach copies of the evidence you'll be referring to. Explain the potential outcome, i.e. that you may take disciplinary action against them, up to and including dismissal (if it's a serious issue)

In these cases, HR may be tasked with organizing a disciplinary hearing. These formal meetings between employer and employee to discuss allegations of misconduct can be uncomfortable and nerve-racking. So, it is important that HR manages the process fairly and efficiently for all involved.

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© Copyright 1997-2025
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Form Packages
Adoption
Bankruptcy
Contractors
Divorce
Home Sales
Employment
Identity Theft
Incorporation
Landlord Tenant
Living Trust
Name Change
Personal Planning
Small Business
Wills & Estates
Packages A-Z
Form Categories
Affidavits
Bankruptcy
Bill of Sale
Corporate - LLC
Divorce
Employment
Identity Theft
Internet Technology
Landlord Tenant
Living Wills
Name Change
Power of Attorney
Real Estate
Small Estates
Wills
All Forms
Forms A-Z
Form Library
Customer Service
Terms of Service
DMCA Policy
About Us
Blog
Affiliates
Contact Us
Privacy Notice
Delete My Account
Site Map
All Forms
Search all Forms
Industries
Forms in Spanish
Localized Forms
Legal Guides
Real Estate Handbook
All Guides
Prepared for You
Notarize
Incorporation services
Our Customers
For Consumers
For Small Business
For Attorneys
Our Sites
US Legal Forms
USLegal
FormsPass
pdfFiller
signNow
airSlate workflows
DocHub
Instapage
Social Media
Call us now toll free:
1-877-389-0141
As seen in:
  • USA Today logo picture
  • CBC News logo picture
  • LA Times logo picture
  • The Washington Post logo picture
  • AP logo picture
  • Forbes logo picture
© Copyright 1997-2025
airSlate Legal Forms, Inc.
3720 Flowood Dr, Flowood, Mississippi 39232