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Disciplinary Hearing

Advice & Considerations for Businesses
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We explore disciplinary hearings, if you are experiencing issues in this area, you may find this article gives you some pointers and highlights some further action.

 

We can support you if you need help and advice, either on an ad-hoc basis or as your ongoing Outsourced HR service.
Our expertise in HR & Employment Law will ensure you can always be on the right track

Disciplinary Hearings

 

By the time of a hearing, some form of disciplinary investigations should have taken place. What happens during a disciplinary hearing should be consistent with the disciplinary procedures of the organisation. It is common for a representative of the organisation to present evidence against the employee at the hearing, and the employee puts forward their views and presents any evidence which supports them.
There are many aspects to a properly managed disciplinary hearing, including:

  • It has been decided that any allegation(s) have substance and should be progressed to a hearing
  • The employee is entitled to be fully aware of the allegation(s) against them
  • Evidence is collected and presented to the employee in question
  • The employee is given an opportunity to respond with their own evidence

Whilst it is easy to get lost in the details or the process, the guiding principle should be that of fairness.

A thorough disciplinary investigation will bring the issues to light, the disciplinary hearing decision maker(s) should not be involved in the matter before the hearing. It is crucial that decision maker(s) maintain an open mind, give the employee an opportunity to have their say and reach a view based on the evidence.

We are experienced in offering support with disciplinary hearings, ensuring that the disciplinary hearing is objective, transparent and adheres to best practice.

If you would like assistance with any aspect of a disciplinary hearing, we would like to hear from you, please contact us

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