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Discipline Interview Checklist

Discipline Interview Checklist

Name: Discipline Interview Checklist
Brand: US Legal Forms
Price: 59.00 USD
Rating: 4.73 (436 reviews)

Category:

Employment - Employee Discipline - Checklists

State:

Multi-State

Control #:

US-AHI-086

Format:

Instant download

Description

This AHI checklist is used before, during, and after a discipline interview. The checklist ensures that all aspects of the problem and the consequences are covered.

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FAQ

No. It is important to note that when asking an HR adviser legal questions, those questions and any advice you receive as answers to those questions are likely to be given to the employee if the matter ever goes before an Employment Tribunal.

Can the employee confirm they have received details in writing of the allegations against them? Do they understand the nature of the allegations being made against them? Are they aware that the behaviour connected with the disciplinary investigation is unacceptable?

Give yourself enough time to prepare. You are entitled to ask to reschedule your disciplinary meeting. Bring backup with you. Your employer must allow you to bring a work colleague or a trade union rep with you to your disciplinary hearing. Outline your argument. Bring your own evidence. Exercise your right to appeal.

Definition. A disciplinary interview is a meeting between at least one manager and an employee (who may be accompanied by a colleague or trade union representative) to investigate and deal with an employee's misconduct or performance in a fair and consistent manner.

Provide a specific example and in your answer show your ability to have planned ahead for such instances by having measures in place and a clear action plan to deal with serious discipline problems. Support any disciplinary action you took with reasons as to why it was effective and why you used it.

Be honest. Be honest if you have been in trouble. Take responsibility. If you answered yes to any of the disciplinary questions, you will be asked to share details about the offense. What did you learn? Share what you learned from the incident. Talk with others.

A brief summary of the case. Reference to any facts that are not in dispute. The issues that are in dispute. What has to be decided by the Chairman. How you intend to demonstrate your case through your evidence. What result you are seeking.

Investigate, Investigate, Investigate. It is fundamental that you investigate the situation before you consider disciplinary action. Set Expectations. Invite Letter. Advance Notice. Preparation. Convening the Meeting. Adjourning the Meeting.

What will happen at the meeting? Your employer will explain the reason for the meeting and go through the evidence they have. They should give you the opportunity to put your case and answer the allegations made against you. You should be allowed to ask questions, give your evidence and call witnesses.

Discipline Interview Checklist

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FAQ

Can HR ask questions in a disciplinary hearing?

What questions are asked at a disciplinary hearing?

How do I prepare for a disciplinary hearing?

What is a disciplinary interview?

How do you answer disciplinary interview questions?

How do you answer disciplinary questions?

How do you write an opening statement for a disciplinary hearing?

How do you conduct a disciplinary interview?

What should I expect at a disciplinary meeting?

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