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To avoid conducting a second disciplinary hearing, use these three tips and hold the first one properly

by , 12 August 2014
You're within your rights to hold a second disciplinary hearing if you believe there's new evidence against your employee and that it casts your employee's offence in a more serious light.

While you have a right to do this, we recommend you get things right from the start. After all, you have a lot on your plate and don't have the time to do the same thing twice.

That's why today we're sharing three tips to help you hold your first disciplinary hearing properly so you never have to hold a second one.


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Here are three tips to help ensure the first disciplinary hearing is run efficiently and there's no need to call for a second one


Tip #1: When you suspect your employee of misconduct, conduct a full, thorough and proper investigation into the allegations before instituting disciplinary action. Make sure you cover all the possible bases.

Tip #2: When formulating the charge sheet, make sure you cover all the possible transgressions your employee could be found guilty of. Use alternative charges if you're unsure of the particular transgression committed, says the Labour Law for Managers Loose Leaf Service.

Confused about alternative charges?

Let's say, it's against company policy for employees to take company cellphones home, but, you discover that Mrs Sneak removed a company cellphone from your premises and took it home with her.

In this case, you can charge Mrs Sneak with theft, or alternatively, unauthorised possession of company property.

Tip #3: When conducting the enquiry, make sure you present evidence properly on all the charges and cover all your bases. Leave no stone unturned.

There you have it. Following these three simple tips will help ensure you hold your first disciplinary hearing properly and never have to hold a second one inquiry.




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