Flexible working after maternity leave
Caring for a dependant
A better work-life balance
The second in our three-part Monday Mode Series about the disciplinary process covers the disciplinary meeting.
Following on from our investigation last week, our employee has been invited to a disciplinary meeting – he’s been informed of the allegations, provided with the evidence, been given the right to be accompanied and has received 2 working days notice of the meeting.
If the investigation has been done well, the disciplinary meeting should be fairly straight forward, but the employee can always throw a curve ball and tell you about all sorts of other reasons and mitigation they have not to face disciplinary sanction. You may need to adjourn to investigate further, or at least to consider your decision.
Where dismissal is a consideration you should always notify the employee of this possibility in your invite letter and make sure you take the time to fully consider before making that decision.
Do you have questions about the disciplinary meeting?
Give us a call at CUBE HR, we’ll be happy to advise you and we have policies and templates available to meet every HR need.
Why not check out our other blog on the same topic The Disciplinary Process – Why Is It Important?
You can also watch a range of other videos on our YouTube channel
