How should a disciplinary meeting be run?Wednesday 1 August, 2018
Before the meeting, your employer should send you a letter. That letter should clearly identify the allegations and all of the evidence. It should also advise you of potential outcomes if the allegations are proven.
Your employer should give you a reasonable notice of the meeting, and should provide an opportunity for a support person to come with you. Reasonable notice is at least two to three working days.
The meeting should be lead by a decision-making member of the employer’s staff. They should put the allegations to you in full, and give both parties the chance to discuss the areas of concern. The meeting should then be adjourned to enable the decision maker to decide.
They should not decide the outcome before the hearing. Evidence that a decision was predetermined includes presenting the employee with a pre-typed letter immediately after hearing their comments. The employer should not raise a new issue. If they do the meeting should be adjourned for the employee to have time to consider those new matters before being given a chance to respond.
If this process was not followed during your meeting, contact an employment advocate. They will be able to work with you to come up with a solution that works for you.