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W CHECKLIST : Disciplinary hearing Formal investigation YOUR PREPARATION FOR DISCIPLINARY HEARING (This Section 2 is an internal document and shall not be disclosed) Did your disciplinary investigation produce enough facts which justify, on the face of it, a Disciplinary Hearing? If yes: Then proceed with your preparation for the Disciplinary Hearing If no: Do not proceed with Disciplinary Hearing 2.1 Did you issue a full Disciplinary Notice to the employee? .
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Disclosed FAQ
Common Disciplinary Issues Workplaces Address General Misconduct. Insubordination! ... Performance Issues. Your employees are there for one reason and one reason on--to do their jobs. ... Timekeeping and Absenteeism. ... Misuse of Technology. ... Harassment & Discrimination.
There are five steps that can be taken in the progressive discipline process: Coaching Note (AKA Verbal Warning) Written Warning. Final Warning. Decision Day/Suspension. Separation.
Here are some disciplinary hearing question examples you can use: Do you know why this meeting is being held? Do you understand the accusation against you? Do you know the consequences for this type of misconduct/ misbehaviour? Do you understand the steps involved with the disciplinary procedure?
how their workplace dealt with similar cases in the past. the seriousness of the disciplinary issue. the employee's disciplinary record, general work record, work experience, position and length of service. getting a medical opinion on whether the employee is fit to attend the hearing (with the employee's permission)
Acceptable Disciplinary Actions: Acceptable disciplinary actions are verbal warning; written reprimand; suspension; and termination.
You have an invitation to attend a disciplinary hearing. In it, your employer should share details of the allegations made against you. Generally, these allegations will centre around three issues – your conduct in the workplace, your ability to do your job, or time spent off work.
The three main types of disciplinary action policies are progressive discipline, retraining and performance improvement plans (PIP), and reassignment or suspension.
Disciplinary decisions no action. a verbal warning. a written warning. a final warning. demotion. dismissal.
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