Montana Notice of Disciplinary Hearing
Description
How to fill out Notice Of Disciplinary Hearing?
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FAQ
The purpose of disciplinary hearings is to ensure that accused employees have an opportunity to lead evidence in rebuttal of the charge, and to challenge the assertions of their accusers before an adverse decision is taken.
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.
Your employer will explain the reason for the meeting and go through the evidence they have. They should give you the opportunity to put your case and answer the allegations made against you. You should be allowed to ask questions, give your evidence and call witnesses.
Being dismissed immediately at a disciplinary hearing is reserved for extreme breaches such as gross misconduct. As long as your employer holds a disciplinary hearing and follows the correct procedure throughout, they're within their rights to dismiss you for serious incidents and gross misconduct.
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.
Generally, two full clear working days will be considered to be fair, depending on the seriousness of the matter.
A written warning is a formal warning that the employer can give the employee at the end of the disciplinary procedure. A first or final written warning should say: what the misconduct or performance issue is. the changes needed, with a timescale. what could happen if the changes are not made.
