Before the Meeting. The supervisor shall notify the employee of their right to representation. Section II of the HFD Disciplinary Action Form must be completed with the following information:
Before the Meeting. Before advising the employee that they are being formally disciplined, the employer must know what the issue is. This must be defined and tangible, and the employer must think about the issue objectively. An employer can discipline employees only for work related issues. An employer cannot discipline an employee because of issues that are only personal. The employer must be open to considering any explanations the employee might provide. If the person responsible for the employee, such as a manager, feels they are too close to the issue, or if there is a conflict of interest, the employer should arrange for someone else to carry out the procedure (e.g. an employment subcommittee or representative of the management committee). If there is alleged serious misconduct and there is a safety risk in keeping an employee at work, the employer might be able to stand the employee down. The employer should check the employee’s employment agreement to see if there are any requirements as to how to stand down the employee. Standing an employee down can be considered a disadvantage to employment, so an employee should only do this when it is within the range of options a fair and reasonable employer could undertake. Generally a stand down will need to be on full pay. Before meeting with the employee, the employer must give the employee an explanation of the issue or behaviour in question and the nature of the meeting. This will give the employee a chance to provide an explanation and to seek advice if it is appropriate. It could be procedurally unfair if, at the end of the disciplinary process, the employer decides to take a type of disciplinary action that the employee was not pre-warned about. The employee must have enough time before the meeting to consider the information provided and to prepare their response and be told that the response can be made orally or in writing, or in both ways. The employee must also be told who is coming to the meeting, and of their right to bring a support person or representative with them. A good way of communicating the arrangements for a meeting is by sending a letter or email. When an employer raises the issue with the employee, the issues outlined should be the only issues that are discussed. An employer should not raise past issues unless they are relevant. If an issue from the past has already been dealt with, an employer cannot raise it again. During the meeting During the meeting, the employer should explain the issue tactful...
Before the Meeting adjourns the employee and his/her Union representative will be provided a written notification as to why he/she is being disciplined or placed on investigatory suspension.
Before the Meeting. X. Xxxx permission from your employer to attend the meeting you are selected for.
