Disciplinary hearings can be challenging for practice owners. You might have a wealth of evidence against an employee however, if a fair process is not followed, it can leave the practice owner open to the risk of a claim for unfair dismissal. Even if you feel you have all the evidence necessary to dismiss an employee, you must listen to their evidence and hear their reasons. This article will explore how to conduct a disciplinary hearing fairly.
A fair process will ensure that the employee will be given a chance to set out their case and answer any allegations. The employee will be given the opportunity to ask questions show evidence and to respond to any information given by witnesses. If they bring a companion - for example a trade union representative - they can choose if their companion can speak for them at their hearing.
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