What happens after a disciplinary meeting?

After the meeting, your employer could decide: that no further action is necessary. to discipline you in some way, for example, give you a formal warning, ask you to improve your performance within a certain period of time, suspend you without pay, or demote you. to dismiss you.

What are the steps in the disciplinary process?

Progressive Discipline Policy – Single Disciplinary Process

1. Purpose.
2. Step 1: Counseling and verbal warning.
3. Step 2: Written warning.
4. Step 3: Suspension and final written warning.
5. Step 4: Recommendation for termination of employment.
6. Appeals Process.
7. Performance and Conduct Issues Not Subject to Progressive Discipline.

What do you say in a disciplinary meeting?

During a Disciplinary Meeting

1. Be courteous and respectful always;
2. Ensure you understand the questions being asked of you;
3. Respond to the allegations according to the approach you consider is best for your situation;
4. Take specific note of particular words or statements that seem important; and.

What are the outcomes of a disciplinary hearing?

A disciplinary hearing is a formal meeting called by an employer. Such hearings take place following an investigation, during which the employer presents the case made against the employee. The outcome of such a hearing can be no formal action, a written warning or even dismissal.

How long should a disciplinary investigation take?

In the same view as the disciplinary process itself, the outcome shouldn’t take any longer than a matter of weeks. However, many Company’s will specify appeal timescales within their relevant Policy and Procedure i.e. 5 working days.

How much notice do you give for a disciplinary meeting?

Depending on how complex the investigation was and how much information there is for you to consider, normally five working days’ notice for a disciplinary hearing is sufficient. You should also arrange for a note-taker to support you at the disciplinary hearing.

How do you act in a disciplinary meeting?

1. Give yourself enough time to prepare. You are entitled to ask to reschedule your disciplinary meeting.
2. 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.
3. Outline your argument.
4. Bring your own evidence.
5. Exercise your right to appeal.

Who is allowed to attend a disciplinary meeting?

This includes any witnesses and the employee in question. Any employees at the route of the conduct, capability or attendance issue, should be made aware that following your meeting, a formal disciplinary hearing may take place. A disciplinary meeting should never come as a shock to your employee.

When do I have to go to a disciplinary hearing?

The hearing should be held as soon as possible after the investigation, while giving reasonable time for the employee to prepare. In good time before the hearing, the employer should put in writing to the employee: Employers can download letter templates for giving an employee notice of a disciplinary meeting.

Step 1: Understanding the options; Step 2: Following a fair procedure; Step 3: Carrying out an investigation; Step 4: The disciplinary hearing; Step 5: Deciding on the disciplinary outcome; Step 6: After the disciplinary procedure

When does attendance and disciplinary procedure take effect?

Effective 6/24/12 ATTENDANCE AND DISCIPLINARY PROCEDURE Each employee is an important and valuable asset to this office, and each is needed to insure its smooth operation. If an employee is not on the job as scheduled, he/she is absent regardless of cause.