How do you conclude a disciplinary hearing?

Closing arguments are crucial to confirm your version and at the same time refute the version of your opponent. The main purpose of closing arguments is to sensibly summarise your matter by focusing on all the facts that were proven in your favour during the hearing/arbitration by confirming the facts.

What can be the outcome of a disciplinary?

Below is a summary of potential outcomes at the various stages of the disciplinary process: Verbal warning (if your policy includes this – our advice is not to have this stage in your policy) Written Warning. Final Written Warning.

What is the role of a chairperson in a disciplinary hearing UK?

In considering the verdict of guilty or not guilty, the Chairperson will consider all the evidence led at the Disciplinary Hearing by both parties. Based on that evidence, he will decide, on the balance of probability, whose story is more likely to be true – that of the complainant or that of the respondent.

How do you chair a disciplinary hearing UK?

Ten Steps for Chairing Successful Disciplinary Hearings

1. Prepare for the meeting thoroughly.
2. Listen closely and build rapport.
3. Remain open and impartial.
4. Take your time before reaching an outcome.
5. Take extensive notes – document, document, document.
6. Be proportionate and consider the long game.
7. Be consistent with your policy.

Can a disciplinary hearing be Cancelled?

The chairperson must use his or her discretion to decide whether there are grounds for the objection and recuse him- or herself, after which the hearing will be postponed. Some circumstances will guarantee the postponement of a disciplinary hearing, such as illness accompanied by a valid medical certificate.

How do you defend yourself in a disciplinary hearing?

Decide on representation and which witnesses and other evidence you’d like to use to defend yourself; Prepare questions for both the employer’s witnesses and your witnesses; Put forward clear-cut evidence that acquits you from the allegations; and. Prepare your closing statement.

Can I get sacked at a disciplinary hearing?

You could be dismissed straight away in cases of ‘gross misconduct’ such as theft or fighting. Even then, the employer should hold a proper disciplinary hearing and give you a chance to tell your side of the story first.

Can a HR manager 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.

Can HR chair a disciplinary hearing?

Can the investigation manager chair a disciplinary?

In these instances an employer should appoint an alternative manager to conduct the investigation. In all cases, it is important that the investigating manager is different to the manager who will chair any disciplinary hearing. This avoids claims that the outcome of the hearing is prejudged.

Can an employee ask for postponement of disciplinary hearing?

The accused may ask for postponement of a disciplinary hearing in the following circumstances: If the charge sheet is vague and confusing; When requesting further documentation, material and affidavits in order to prepare for a disciplinary hearing; Complex matters where preparation will take longer than time offered.

Can I resign pending a disciplinary hearing?

Can I resign before or during a disciplinary process? Yes, you can. In fact, it is not uncommon to consider resigning when you are facing disciplinary allegations, but this is a very tactical situation and one that ideally you should take legal advice on before you make any decision.

Can you be sacked at a disciplinary hearing?

How do you stop a disciplinary action?

Appeal. If you disagree with the outcome to the disciplinary, you must appeal. All employees have the right to appeal against the decision even if the employer does not give you the option. The appeal should be in writing and include full grounds as to why you disagree with your employer’s decision.

Does resigning with immediate effect put a stop to disciplinary proceedings?

If you opt to resign with immediate effect you may not be able to escape disciplinary action and possible dismissal; the final decision to proceed with disciplinary action lies in the hands of your employer.

Can you get sacked from a disciplinary?

Can a disciplinary hearing be postponed?

In conclusion, the employer still has the discretion to decide if a disciplinary hearing will be postponed, and because of this reason the accused should always be prepared as the employer will not necessarily grant postponement of a hearing.

Can an employer cancel a disciplinary hearing?

It will depend on the circumstances, but as with Mrs Smith, where an employee has compelling reasons for the postponement and is not at fault, it may well be reasonable for the employer to agree to postponing the disciplinary hearing.

Can I defer a disciplinary hearing?

You should make every attempt to go to the meeting. However, if you or your companion can’t make the date of the meeting for a reason outside your control, you can ask your employer to postpone it to a later date.