What is a Disciplinary Hearing?
A disciplinary hearing is an official meeting held between an employer and an employee to discuss misconduct or alleged violations of company policy. During this meeting, the employer will present evidence to support their case against the employee and the employee has a right to respond with their own evidence and point of view. The outcome of this hearing can range from dismissal, suspension or even just a warning depending on what was discussed at the hearing.
Preparing for Your Disciplinary Hearing
It’s important that you take time before attending your disciplinary hearing to prepare yourself both mentally and legally. Firstly, familiarize yourself with your company’s policies so that you know exactly what kind of behavior is expected from employees in line with these policies – it also helps if you are aware of any changes in policy since your employment began as this may be taken into account during the process. You should also make sure that all relevant documents such as emails or notes related to your case are gathered together so they can be presented if necessary during proceedings.
You should also consider obtaining legal advice prior to attending a disciplinary hearing – there may be certain issues regarding labor law that only experienced professionals would know about which could help improve your chances during proceedings. It’s worth noting here too that having someone accompany you throughout the process could prove beneficial; either a colleague who knows more about procedures than yourself or even better yet-a lawyer who can provide guidance on how best to approach certain situations within proceedings itself!
At The Hearing
Once at the disciplinary hearing, remain calm and composed throughout proceedings – avoid becoming aggressive or confrontational as this will not help matters but rather work against them instead! Make sure you listen carefully when asked questions by employers – answer truthfully but do not volunteer extra information unless specifically requested by those conducting proceedings (this includes personal opinions!). Additionally, ensure all points being made are understood fully before responding accordingly so there is no confusion later down line when reviewing results obtained from hearings themselves…. Lastly, don’t forget: every person involved in disciplinary procedures has rights under South African legislature – use these wisely!
After The Hearing
Once hearings have concluded it’s likely decisions pertaining outcomes reached therein will be relayed via letter shortly afterwards – remember though: decisions made at these meetings cannot be changed once actioned upon (i.e appeal processes must commence immediately). If applicable however additional sanctions imposed outside what was initially discussed during meetings might still be possible provided due diligence followed beforehand… For example if termination occurred despite warnings given then appealing decision based off unfair dismissal laws may prove effective way forward moving forwards!.
In conclusion , while it may seem intimidating initially , following above steps should put one in good stead ahead of any upcoming disciplinary hearings . Of course ultimately everything boils down whether one feels comfortable enough presenting arguments / facts required thereof adequately enough defend oneself ! Good luck !
