The employer employee and employee s companion should make every effort to attend.
Chairing a disciplinary hearing uk.
Even though you can take questions to ask at a disciplinary hearing the chair of the meeting should always take care to listen and respond to any points your employee makes.
This disciplinary meeting normally called a hearing.
Prepare for the meeting thoroughly.
Chairing disciplinary hearings or listening to formal grievances are activities that take lots of managers out of their comfort zone even many hr managers dislike this aspect of the role.
This process will involve asking reactive disciplinary meeting questions or asking your staff member to clarify explanations put forward.
It is therefore essential that anyone tasked with chairing a disciplinary hearing ensures that the hearing is conducted in an equitable manner.
The below checklist is for guidance purposes only as it is recognised that the chair will need to determine how best to manage any hearing given the individual circumstances of the case.
Chairing a disciplinary hearing as well as a thorough investigation a proper disciplinary hearing will be key to a fair misconduct dismissal.
The disciplinary officer should prepare questions in advance of the hearing and ensure that they have a complete pack of all the notes and letters related to the investigation.
Make sure someone takes notes.
With this in mind below are the crucial need to knows when carrying out a disciplinary hearing.
How to chair a formal hearing for the disciplinary procedure.
How to chair a disciplinary hearing.
Click on any of the hyperlinks to go to more detailed guidance below.
They should also review the file of the employee to see if there are any live cautions on file for similar types of incidents.
Ensure the fair conduct of the hearing and compliance with the rules of natural justice.
What happens in a disciplinary hearing.
Even for the most seasoned hr professional conducting a disciplinary hearing can be a nerve racking process.
Follow these ten tips to take away the pressure and ensure the best outcome for your business and workplace relationships.
In considering the verdict of guilty or not guilty the chairperson will consider all the evidence led at the disciplinary hearing by both parties.
Ensure that you are familiar with the principles in the acas code of practice on disciplinary and grievance procedures.
Please ensure that all discussions during this process are fair appropriate and above reproach.
The hearing is the chance for both the employer and the employee to state their case.
Go through the evidence.
The disciplinary hearing should be held at a reasonable time and place in a private meeting room during the employee s normal working hours.
