Discipline Interview Checklist
Description
How to fill out Discipline Interview Checklist?
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FAQ
What will happen at 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.
Investigate, Investigate, Investigate. It is fundamental that you investigate the situation before you consider disciplinary action. Set Expectations. Invite Letter. Advance Notice. Preparation. Convening the Meeting. Adjourning the Meeting.
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.
Be honest. Be honest if you have been in trouble. Take responsibility. If you answered yes to any of the disciplinary questions, you will be asked to share details about the offense. What did you learn? Share what you learned from the incident. Talk with others.
Provide a specific example and in your answer show your ability to have planned ahead for such instances by having measures in place and a clear action plan to deal with serious discipline problems. Support any disciplinary action you took with reasons as to why it was effective and why you used it.
Definition. A disciplinary interview is a meeting between at least one manager and an employee (who may be accompanied by a colleague or trade union representative) to investigate and deal with an employee's misconduct or performance in a fair and consistent manner.
Give yourself enough time to prepare. You are entitled to ask to reschedule your disciplinary meeting. Bring backup with you. Your employer must allow you to bring a work colleague or a trade union rep with you to your disciplinary hearing. Outline your argument. Bring your own evidence. Exercise your right to appeal.
Can the employee confirm they have received details in writing of the allegations against them? Do they understand the nature of the allegations being made against them? Are they aware that the behaviour connected with the disciplinary investigation is unacceptable?
No. It is important to note that when asking an HR adviser legal questions, those questions and any advice you receive as answers to those questions are likely to be given to the employee if the matter ever goes before an Employment Tribunal.