When carrying out a disciplinary hearing, dismissal could very well be an outcome. So it is very important that you investigate all allegations behind the disciplinary properly and thoroughly. Here are 10 reasons why...
1. Investigating allegations thoroughly will help bring validity to any allegations.
2. It will tell you if you have enough evidence to prove the charges.
3. It will tell you if the charges are serious enough to bring about a disciplinary hearing. If you find that they are not, then you could drop the hearing altogether.
4. It will give you a strong foundation for your pre-hearing preparation.
5. It will help you avoid embarrassment in the instance that you bring a weak case to the disciplinary hearing (so build up a strong case by questioning all relevant parties, investigating the scene of the incident and examining all relevant records).
6. It can help provide information on which you can make the charges.
7. It will ensure that as much evidence as possible is brought to the disciplinary hearing.
8. It will help you to convince the Chairperson of the hearing, based on your evidence, that the employee is in fact guilty.
9. It will help you establish which rule in your disciplinary code was not adhered to.
10. It will help you determine how and why the incident under question occurred.
You can fire that problem employee!
now to gain the knowledge and power you need to legally dismiss
So, there you have it! Some very practical reasons for why you should thoroughly investigate the allegations for a disciplinary hearing.
But there is still a lot that needs to be known. So click here
and gain access to Labour Law for Managers. Here you'll find all there is to know about all labour law issues, including disciplinary hearings.