Oklahoma Notice of Disciplinary Hearing
Description
How to fill out Notice Of Disciplinary Hearing?
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FAQ
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 shall inform the employee and PSE of the proposed discipline in writing. The written notice shall describe the event or conduct with sufficient particularity to permit the employee to understand the reason for the proposed discipline and to respond to any charges.
Part of this full and fair procedure is to ensure employees are notified in writing of the need to attend a meeting to discuss their behaviour. This should be issued with a reasonable disciplinary hearing notice period, ideally of five working days or more, but in all cases, at least 48 hours' notice.
Challenge the way the disciplinary action was taken against you. Challenge the evidence on which your employer based their decision. Challenge the decision your employer took. Give new evidence in support of your defence.
If you're unable to attend on the day for an unforeseen reason, for example, transport problems, you should let your employer know as soon as possible. If you fail to attend the meeting and don't have a reasonable excuse for not attending, the meeting may go ahead without you and you will not be able to put your case.
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.
The employee should be given the chance to: set out their case. answer any allegations. ask questions. show evidence. call relevant witnesses (with good notice) respond to any information given by witnesses. choose if their companion can speak for them at the hearing.
The employer should notify the employee of the allegations using a form and language that the employee can reasonably understand. The employee should be allowed the opportunity to state a case in response to the allegations.
