Guam Notice of Disciplinary Hearing
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How to fill out Notice Of Disciplinary Hearing?
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FAQ
During the disciplinary hearing, the employee's misconduct must be presented in a form of facts and merits, the employee is then allowed to defend themselves against the claims through witnesses, leading evidence and cross-examinations.
The purpose of the opening statement is to: describe your case very briefly. tell the manager what remedy, decision, or outcome you are seeking. outline the main points of your case.
Opening Statement Checklist State your theme immediately in one sentence. Tell the story of the case without argument. Persuasively order your facts in a sequence that supports your theme.
I have been a loyal employee for [length of service] I enjoy my job and I enjoy working for [name of company] and I wish to continue working here. I am more than happy to answer any questions or concerns you have about me and I have and will continue to cooperate with you so that a fair and just resolution is reached.
Depending on the complexity of the matter, five working days' notice for a disciplinary hearing would generally be considered reasonable but in any event, there should be no unreasonable delay while allowing sufficient time for you and the employee to prepare for the meeting.
The employer is required to notify the accused employee of the allegations against him or her. Be specific about the date, time and place of the offence, how offence took place, etc. Remember that the accused employee has a legal right to know exactly what case he or she has to answer ? the more detail, the better.
Guide to chairing a disciplinary hearing Give them at least 48 hours notice. Explain the reason/s for the hearing. Enclose/attach copies of the evidence you'll be referring to. Explain the potential outcome, i.e. that you may take disciplinary action against them, up to and including dismissal (if it's a serious issue)
An opening statement should include : 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.
