What Is A Disciplinary Hearing?
At its very core, a disciplinary hearing exists to help both you and your employees. When an employee's behavior amounts to alleged misconduct or even gross misconduct, a disciplinary hearing is there to administer disciplinary action.
This disciplinary proceeding doesn't necessarily have to be a bad thing, despite the harsh language in the name itself.
But before you get to the point of arranging a hearing and hearing panel, it's good to follow your own disciplinary policy within your organization. You'll have to conduct a full investigation before you can present the rules of evidence to an employee and hear their defense, which could take you and your HR department many business days (or even weeks) to complete.
The hearing itself revolves around establishing the core details of an employee's case. This documentary evidence is not a way to assert authority but to decide what needs to happen next concerning alleged misconduct.
As such, the disciplinary hearing process should be a regular part of your company policy.
This normality doesn't mean that the discipline of business is not intimidating to deal with for all parties involved. After all, the process could end with suspension, demotion, and even dismissal for the employee involved.
You may lose a valued worker if the disciplinary committee deems them inadmissible. Thanks to the incident in question and relevant witnesses' testimonies, the employee may face a permanent stain on their record.
However, it's key to remember that disciplinary hearings are also crucial for keeping your organization aligned with its values within a reasonable time. They allow you to reinforce the rules and regulations of your company regularly, thanks to your clear demonstration of solid discipline to ensure respect for the workplace, as well as employment law itself.
What Is The Disciplinary Procedure For Employees?
It's important to provide your employee with options before you can even put an investigation in place (let alone a disciplinary committee). Most of all, it's best to hold an informal meeting, which is entirely in line with employment law, as is an informal resolution in some cases.
In doing so, you may be able to resolve the issue internally without any need to take any alleged misconduct a step further with a disciplinary proceeding.