Factor#1: Seriousness of the allegations
Look into the allegations to determine if the allegations are even serious enough to warrant a disciplinary hearing.
If they aren't, then you don't have to waste any more resources. Drop the hearing!
Factor#2: Validity of the allegations
You need to show that the allegations are in fact sufficiently valid. And by thoroughly investigating the allegations beforehand, you can find the evidence necessary to do just that.
It's absolutely vital that you consider these 2 factors before deciding to head into a full disciplinary hearing.
Not doing so will more than likely result in you having a weak case, which will only lead to immense embarrassment on your side.
*Once you have determined that the above 2 factors are in order, you can begin to prepare for the disciplinary hearing by drawing up the allegations.
But did you know that there are certain legal rules you have to follow when drawing up the allegations?
That's right! But don't worry, we've got you covered.
Simply page over to Chapter D 12
in your Labour Law for Managers
handbook to see what they are, or click here
if you don't already have this fantastic resource.
Everything you need to know about substantively and procedurally fair disciplinary hearings
So… Your employee's guilty of misconduct. Let's say he took a company laptop home, without asking permission. It's a simple open and closed case of theft, isn't it?
Not so fast! You can't just say 'that's it, you're out of here' and think that's the end of that. No, you still have to hold a disciplinary hearing. You still have to give him a chance to defend his case, and explain why he did that.
You also have to prove that he did this. You have to spell it out for him and notify him you're going to discipline him. And you have to give him time to prepare his case.
And then there's even more to it… You have to have a disciplinary hearing so you can prove your case, and give him a chance to defend his… And this is where most employers fail.
But not you! Here's why…