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Four types of evidence you can't present at a your employee's disciplinary hearing

by , 03 September 2014
Preparing for your employee's disciplinary hearing is no child's play.

Not only do you have to worry about appointing an unbiased chairperson and suspending your employee when necessary, you also have to worry about the evidence you're going to present.

This is crucial because not everything goes when it comes to presenting evidence. In fact, there are four types of evidence you must NEVER present at your employee's disciplinary hearing.

Read on to find out more about these types of evidence so you won't waste your time gathering it.


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When it comes to a disciplinary hearing, you may NOT present the following four types of evidence

#1: Hearsay evidence

Your witness, for instance, the departmental manager can't testify that 'he knows that your employee got to work two hours late because the security guard told him so'. This is indirect or hearsay evidence.

If you want to present this evidence, you must get the security guard to testify.

#2: Opinion evidence

You can't ask a witness for his opinion unless you show that the witness is an expert in the relevant field.

#3: The verdict in other proceedings

If, for example, you found Makhosi guilty of negligence last month, you can't use this to prove that he's guilty of negligence this week.

#4: Character evidence

You can't present this evidence unless your employee brings up the subject of his character during the proceedings.

Now that you know the four types of evidence you can't present at your employee's disciplinary hearing, don't waste your time gathering it as it won't help your case. To find out about the type of evidence you CAN present at your employee's disciplinary hearing, check out the Labour Law for Managers Loose Leaf Service.
 


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