If possible, have someone accompany you at the disciplinary hearing to take minutes. This should ideally be a member of staff more senior than the employee and someone you trust to keep the matter completely confidential.

The purpose of the disciplinary hearing is to take the employee through the evidence and give them the opportunity to respond and present their case. A common mistake made at this point in the process is to form a view as to whether the employee has committed the alleged misconduct before the employee has been given the opportunity to respond fully to the allegations. Be conscious of the language you use and ensure there is no suggestion that you have already made a decision.

Once the employee has responded to the allegation adjourn the disciplinary hearing. The purpose of the adjournment is to give you time to review the evidence, consider the representations made by the employee and make a decision.

Once you have made a decision, reconvene the disciplinary hearing and confirm your decision to the employee.

Regardless of the outcome of the disciplinary hearing, always confirm your decision in writing and provide the employee with the opportunity to appeal. In cases where a warning has been issued, confirm the date that the warning will expire.