The officer conducting the hearing will ensure that the employee is presented with the facts gathered during the investigation. The investigating officer normally presents the facts and will remain in attendance at the hearing until the presentation of evidence is completed. The officer conducting the hearing may be advised by an officer from Human Resources. Witnesses, if any, will be called to give their evidence and, after questioning by both parties, will withdraw but will be subject to recall. The employee, assisted by representative, if any, will be given adequate opportunity to put forward an explanation and/or defence. The officer conducting the hearing, assisted by any advisory will consider all the evidence presented with a view to arriving at a decision that is reasonable in all the circumstances. 3.5 Action following a Disciplinary Hearing 3.5.1 Except in cases of oral warnings, any disciplinary action will be notified or confirmed in writing within five working days of the hearing. The letter notifying or confirming such action will be handed to the employee personally or sent by recorded delivery. 3.5.2 A copy of this letter will be sent to the employee's representative, if any. 3.5.3 Where the nominated officer considers that no formal disciplinary action is justified, he/she will inform the employee accordingly and no documents relating to the hearing will be placed on the employee's personal file. ORAL WARNINGS Minor offences relating to conduct or performance will result in the employee concerned being given an oral warning by the appropriate nominated officer. The employee will be advised: that the warning constitutes the first stage in the formal procedure; of the reasons for the warning and the likely consequences of further offences; of the date from the warning will normally be disregarded for disciplinary purposes; and of the right of appeal against an oral warning (see section 10 below). 4.2 The nominated officer will complete a of Oral Warning’ form (see Appendix ‘Record 2). The employee will be given a copy of the form and the original will be placed in the employee’s personal file. of Oral Warning’ forms are available on-line. ‘Record WRITTEN WARNINGS 5.1 A written warning may be issued where: an employee who has been issued with an oral warning fails to achieve and maintain the required improvement in conduct or performance or where a further act or omission warranting disciplinary action occurs; or the misconduct or failure in performance is considered to be sufficiently serious to warrant this form of disciplinary action.
The officer conducting the hearing will ensure that the employee is presented with the facts gathered during the investigation. The investigating officer normally presents the facts and will remain in attendance at the hearing until the presentation of evidence is completed. The officer conducting the hearing may be advised by an officer from Human Resources. Witnesses, if any, will be called to give their evidence and, after questioning by both parties, will withdraw but will be subject to recall. The employee, assisted by representative, if any, will be given adequate opportunity to put forward an explanation and/or defence. The officer conducting the hearing, assisted by any advisory will consider all the evidence presented with a view to arriving at a decision that is reasonable in all the circumstances. 3.5 Action following a Disciplinary Hearing 3.5.1 Except in cases of oral warnings, any disciplinary action will be notified or confirmed in writing within five working days of the hearing. The letter notifying or confirming such action will be handed to the employee personally or sent by recorded delivery. 3.5.2 A copy of this letter will be sent to the employee's representative, if any. 3.5.3 Where the nominated officer considers that no formal disciplinary action is justified, he/she will inform the employee accordingly and no documents relating to the hearing will be placed on the employee's personal file. ORAL WARNINGS Minor offences relating to conduct or performance will result in the employee concerned being given an oral warning by the appropriate nominated officer. The employee will be advised: that the warning constitutes the first stage in the formal procedure; of the reasons for the warning and the likely consequences of further offences; of the date from the warning will normally be disregarded for disciplinary purposes; and of the right of appeal against an oral warning (see section 10 below). 4.2 The nominated officer will complete a ‘Record of Oral Warning’ form (see Appendix 2). The employee will be given a copy of the form and the original will be placed in the employee’s personal file. ‘Record of Oral Warning’ forms are available on-line. WRITTEN WARNINGS 5.1 A written warning may be issued where: an employee who has been issued with an oral warning fails to achieve and maintain the required improvement in conduct or performance or where a further act or omission warranting disciplinary action occurs; or the misconduct or failure in performance is considered to be sufficiently serious to warrant this form of disciplinary action.
disciplinaryprocedurestaff1.docx