Preparing for a disciplinary or dismissal meeting This advice applies to England Print If you have been asked to go to a disciplinary or dismissal meeting, there are a few things you should do beforehand to make sure you are as well prepared for it as you can be.
Employers should properly prepare their witnesses before the disciplinary hearing, and lead the witness in his evidence in such a way that the witness testifies to everything that is in his written statement, but does so verbally and the written statement is not actually introduced into evidence.
Disciplinary hearings can be complex and it can be difficult to keep track of what is being said, think about your next question and keep an accurate record of it all. Having an experienced note taker present at the hearing to take notes means that the individual leading the hearing is able to concentrate solely on the process and the explanations the employee provides. Choosing a note taker.
This phase of the hearing takes place after your employer has finished asking the questions of its witness. He will have done this in order to enable the witness to provide the facts of which he has knowledge to the disciplinary hearing. You now have a chance to ask that witness questions that will serve to challenge the truth of what he has been saying or to evoke answers to issues that he.
The first part of preparation for the disciplinary hearing is to set a date and time to hold the disciplinary hearing and arrange a suitable, private venue. The date set for the disciplinary hearing should be in line with your disciplinary procedure, and give you and the employee sufficient time to prepare. If the disciplinary policy doesn’t state the number of day’s notice to be provided.
A witness statement is a document that sets out what a witness says about your case. If you want to bring a witness to arbitration, you must file and serve (formally give the other side) a witness statement made by them by the deadline in the directions made by the Fair Work Commission (the Commission).
Top 5 tips to defend disciplinary action against you. Sally Hubbard. 8:00 am. This story is over. The relationship between employer and employee is a personal one: each must rely upon and trust the other. When something happens to upset that relationship, and employment is put at risk, this affects every part of the employee’s life. The threat of losing employment is not just the threat of.
The following letter should be sent only to witnesses that the committee is requesting attend the hearing. Attendance of witnesses called by the complainant or the charged person is up to that party. When, in the opinion of the Disciplinary Chairman, a witness’s testimony is material to the hearing, the witness may be required to appear or give a written statement, unless reasonable cause.