Colorado Notice of Disciplinary Hearing
Description
How to fill out Notice Of Disciplinary Hearing?
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FAQ
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.
Key Points Detail the allegations that will be discussed in the meeting. Outline the date and time of the meeting. Ensure the employee has an opportunity to respond to all allegations. Consider the employee response and also any other relevant evidence such as documents and statements before making a final decision.
As a general rule of thumb, five working days should be acceptable and sufficient for most scenarios but if either side wants to extend or shorten this notice period by mutual agreement then this is perfectly acceptable too.
Depending on the complexity of the matter, five working days' notice for a disciplinary hearing would generally be considered reasonable but in any event, there should be no unreasonable delay while allowing sufficient time for you and the employee to prepare for the meeting.
The employer should notify the employee of the allegations using a form and language that the employee can reasonably understand. The employee should be allowed the opportunity to state a case in response to the allegations.
Challenge the way the disciplinary action was taken against you. Challenge the evidence on which your employer based their decision. Challenge the decision your employer took. Give new evidence in support of your defence.
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)
GIVING NOTICE TO THE EMPLOYEE To initiate a disciplinary meeting, you must first give notice to the employee. There's no requirement to provide this notice as a formal letter, an email is sufficient. In fact, the notice can just be verbal.
