Chairing or conducting disciplinary hearings For Employees Who Make Repeated Mistakes
It can be frustrating and financially draining for any company to discover the employee they hired turned out to be the complete opposite to what they had in mind. Chairing or conducting disciplinary hearings for employees who make the same mistakes over and over again after being warned are one of the unpleasant parts of running a company. Understanding the basic guidelines as to what you can do with a problematic worker will help to make the disciplinary process a bit easier.
Make Yourself Aware of Procedures Required Before Dismissal
All new employees should be made aware of how their work performance can negatively or positively affect the way a business runs and they should be warned of the consequences that could follow if they are continuously late, they don’t meet deadlines or they display other behaviour that is detrimental to the company. Before any disciplinary hearing, the allegations made against the emplpoyee should be investigated. The Investigator may take statements from witnesses and also inform them that they may need to attend a disciplinary hearing.
Employers Need to Follow a Fair Procedure
Conducting disciplinary action against an employee can be avoided if principles of fairness and equity are applied. Many countries have strict labour laws that protect the rights of an employee. Actions that breach the employees rights can result in sanctions being regarded as unfair and ultimately lead the company having to pay heavy costs levied by the labour courts.
A Fair Hearing from the Chairman
Chairing or conducting disciplinary hearings requires the chairman to set a date, time and place for the hearing, to provide details of who will attend as well as who the witnesses will be and to also provide evidence and witness statements from company employees. At the hearing, the Chairman will also explain the purpose of the hearing to the employee and explain the allegations which are being made. The chairman takes an impartial part and maintains control when people start getting upset and heated.
The chairman ensures that every person represented is treated fairly and gets the chance to present their views. The Chairman has to finally decide whether any other action, such as extra training, might be more appropriate than disciplinary action. If the Chairman wants to go ahead with disciplinary action, a letter is given to the employee offering the right to appeal against the decision. If the employer receives an appeal from the employee, an appeal chairman is appointed who will review the Investigator’s report and all the documents relating to the case.
The Chairman Takes a Neutral Role
The choice of the right person to chair a disciplinary hearing will be dependent on the qualities of that person. The chairman should have no prior knowledge of the case, must remain neutral throughout the enquiry, be clued up on labour law and be able to provide reasons for the verdict.
With all the complexities of legislation and procedures, chairing or conducting disciplinary hearings by a competent chairman will ensure participants are guided through the hearing to a satisfactory conclusion.
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