Donate SIGN UP

Employment disciplinary hearings

Avatar Image
dannyjoseph | 14:13 Thu 16th Mar 2006 | Jobs & Education
2 Answers

Is the employee who is being brought to a disciplinary hearing allowed to adjourn the hearing after the employer has presented their facts, in order to reconveince once they (the employee) has had a chance to address the case against them and come up with suitable defence (if applicable)?


Thanks

Gravatar

Answers

1 to 2 of 2rss feed

Best Answer

No best answer has yet been selected by dannyjoseph. Once a best answer has been selected, it will be shown here.

For more on marking an answer as the "Best Answer", please visit our FAQ.

Presumably, as the employee you have been told why the action is being brought against you, and that said you should already be aware of what your defence will be. I'm sure your employers would allow you "thinking time" if you wanted to consider what had been said and provide reasons in mitigation.

It is part of the disciplinary meeting guidelines that the employer should ask if the employee needs a break. It can be beneficial to both parties.

1 to 2 of 2rss feed

Do you know the answer?

Employment disciplinary hearings

Answer Question >>

Related Questions

Sorry, we can't find any related questions. Try using the search bar at the top of the page to search for some keywords, or choose a topic and submit your own question.