How To Chair A Disciplinary Hearing

Confirm with the employee that they have received the letter notifying them of the hearing and the associated documentation providing advanced disclosure of the case.

How to chair a disciplinary hearing.

Ensure that you act as chair only if you are untainted by the process. Prepare for the meeting thoroughly. Ask if she has a representative present and record the name of the representative. Ensure that you have the necessary authority to impose disciplinary sanctions.

This is called the right to be accompanied. Read in advance any papers submitted for consideration at the hearing. 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. If she has no rep ask if she wants one.

If following an investigation an employer decides that there is a disciplinary case for an employee to answer then a disciplinary hearing should be arranged it is important that the employee is given the chance to put his or her case forward in response to the allegations and that a fair process is followed when preparing for and conducting the hearing. Before the appeal hearing. Depending on the organisation s disciplinary procedures hear the case alone or with panel members. Confirm with the employee that they understand that it is a formal disciplinary hearing which will be conducted in line with the university of sheffield s disciplinary procedure.

Ask if the employee has any final comments before the disciplinary officer adjourns to make their decision. Here are some practical tips on how to run an effective appeal hearing. The employee should tell their employer as soon as possible who they want to be their companion so arrangements can be made in good time. By law an employee or worker can bring a relevant person companion with them to a disciplinary hearing.

Adjourn the meeting and note the time of adjournment. When an employer s decision is communicated to an employee whether that be a disciplinary sanction or dismissal the employee should be informed in writing of their right to appeal and given details of the deadline by which to do so.