What is a Stage 3 disciplinary meeting?
Stage 3: Final Written Warning The final written warning will remain on your file for disciplinary purposes for a period of 12 months.
What is the 3 step disciplinary procedure?
The steps in the disciplinary procedure generally follow graduated steps including a verbal warning, written warning, final written warning, and dismissal.
What are the stages of disciplinary?
Disciplinary Procedures: correct steps
- Get an initial understanding.
- Investigate thoroughly.
- Invite the employee to a disciplinary meeting.
- Conduct the disciplinary meeting.
- Decide on action to take.
- Confirm the outcome in writing.
- Right to appeal.
What are the key steps to prepare a professional disciplinary meeting?
Consider these steps for handling a disciplinary meeting:
- Review the file. Review the employee’s file and performance records to get a better understanding of past performance and behavior.
- Prepare for the employee discussion.
- Hold a meeting.
- State objectives.
- Ask for input.
- Provide a copy.
- Schedule a follow-up.
What are examples of serious misconduct?
Serious misconduct
- behaviour that endangers the health and safety of the employee or others.
- violence in the workplace.
- bullying and harassment.
- theft or fraud.
- serious breaches of employment agreement clauses.
How do employers prepare for a disciplinary hearing?
Prepare questions for the employer’s witnesses and your witnesses. Also, prepare your answers to possible questions. Prepare your argument and provide evidence to defend against the allegations. Prepare a closing statement.
Can I be sacked at a disciplinary hearing?
Normally, you will be given a number of disciplinary warnings and have the chance to improve your performance or conduct. You could be dismissed straight away in cases of ‘gross misconduct’ such as theft or fighting.
What is the first formal stage of the disciplinary procedure?
warning
The mildest form of discipline. It is a temporary record of a reprimand which is placed in the supervisor’s file. The first formal stage of the disciplinary procedure; the warning becomes part of an employee’s official personnel file.
What makes a disciplinary hearing unfair?
If a proper procedure is not followed, the disciplinary action taken may be considered to be unfair. 3. Failing to conduct a proper investigation. A reasonable and thorough investigation needs to be followed and all relevant evidence gathered before a decision is made as to whether formal action will be taken.
Can HR chair a disciplinary hearing?
There is a serious misconception that employers may not get external experts to chair disciplinary hearings. It is true that such experts might, under certain circumstances not be allowed to represent the employer (or the employee). However, the person chairing the hearing is not representing either of the parties.
What is classed as serious misconduct at work?
Gross misconduct is an act which is so serious that it justifies dismissal without notice, or pay in lieu of notice, for a first offence. They must be acts that destroy the relationship of trust and confidence between the employer and employee, making the working relationship impossible to continue.
What are the guidelines for a disciplinary hearing?
The following guidelines apply to all disciplinary hearings under all the stages of the formal disciplinary procedure, namely, the: The employee should be notified that s/he is required to attend a disciplinary hearing under the formal disciplinary procedure. The employee should be advised of:
What are the rules for Stage 3 capability hearing?
9.2 The employee should be notified in writing (and in any other form required by the employee) that they are required to attend a Stage 3 Capability Hearing, for which a minimum of 7 working days’ notice should be given. The letter should specify the areas of performance/attendance which remain unsatisfactory.
What should an employee companion do at a disciplinary hearing?
The employee’s companion should be allowed to: 1 set out the employee’s case 2 respond for the employee to any comments or points made at the meeting 3 talk with the employee during the hearing 4 take notes 5 sum up the employee’s case at the end of the hearing
What should I know about the disciplinary process?
Disciplinary procedure: step by step Chapters 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 Step 4: The disciplinary hearing