Can you be sacked at a disciplinary hearing?
Normally, you will be given a number of disciplinary warnings and have the chance to improve your performance or conduct. You could be dismissed straight away in cases of ‘gross misconduct’ such as theft or fighting.
Is there a time limit on a disciplinary hearing?
There is no specific legal timescale in which a disciplinary appeal hearing should be held. Some employers specify in their disciplinary policy a time limit in which an appeal hearing will be held, for example two calendar weeks, or 10 working days, from receipt of the appeal.
What are the possible outcomes of a disciplinary hearing?
After the meeting, your employer could decide: that no further action is necessary. to discipline you in some way, for example, give you a formal warning, ask you to improve your performance within a certain period of time, suspend you without pay, or demote you. to dismiss you.
What are examples of serious misconduct?
Serious misconduct
- behaviour that endangers the health and safety of the employee or others.
- violence in the workplace.
- bullying and harassment.
- theft or fraud.
- serious breaches of employment agreement clauses.
How do you survive a disciplinary hearing?
How to be Successful at a Disciplinary Hearing?
- Use the time to think.
- Use witnesses for the disciplinary hearing.
- Gather documents.
- Read the ACAS Code of Practice.
- Comply with the ACAS Code of Practice.
- Get trade Union Representation.
- Get a copy of the notes/minutes of the disciplinary hearing.
- Fair decision making.
What questions should I ask at a disciplinary hearing?
Questions to ask at a disciplinary hearing
- Can the employee confirm they have received details in writing of the allegations against them?
- Do they understand the nature of the allegations being made against them?
- Are they aware that the behaviour connected with the disciplinary investigation is unacceptable?
What does it mean to have a disciplinary hearing at work?
A disciplinary hearing is one part of the larger disciplinary process your company should follow if you ever need to address unacceptable behaviour at work. ‘Unacceptable behaviour’ could mean a couple of things in this context – either an employee’s conduct at work or their capability in their role.
When to pause disciplinary procedure for an employee?
tell the employee what happens next and give a timeframe take a written confidential record of the hearing If the employee is absent or off sick If the employee is absent or off sick for the disciplinary hearing, the employer should pause the disciplinary procedure until they return to work.
Can you bring a companion to a disciplinary hearing?
By law, an employee or worker can bring a relevant person (‘companion’) with them to a disciplinary hearing. This is called ‘the right to be accompanied’. The employee should tell their employer as soon as possible who they want to be their companion so arrangements can be made in good time.
What should I know about the disciplinary process?
Disciplinary procedure: step by step Chapters Step 1: Understanding the options Step 2: Following a fair procedure Step 3: Carrying out an investigation Step 4: The disciplinary hearing Step 5: Deciding on the disciplinary outcome Step 6: After the disciplinary procedure Step 4: The disciplinary hearing