Procedure is vital in any disciplinary meeting.  Not following the correct procedure can land an employer in hot water no matter how guilty the employee may have been. 

• Have you written to your employee and advised them of the meeting, the reason for the meeting and the fact that they have the right to be accompanied in advance? Yes/No
• Does the employee know that the meeting is being held under the disciplinary procedure? Yes/No 
• Have you sent the employee a copy of any of the written evidence that you will be using? Yes/No 
• Have you got all the facts in front of you? Yes/No
• Have you done an investigation and/or an investigatory meeting before getting to this point? Yes/No 
• Have you taken notes of your conversations with all those involved in the incident? Yes/No 
• Do you have copies of any policies or other company documentation you may require? Yes/No

AT THE MEETING 

• Remind the employee that they have the right to be accompanied and that the meeting is being held under the disciplinary procedure  
• Give the reason for the meeting being called  
• Ask the employee to respond, ask further questions for clarification as necessary  
• ADJOURN the meeting to contemplate the response to the issue – advise the employee how long you will be adjourning for.   
• RECONVENE the meeting to advise the employee of the decision regarding any disciplinary action  
• Summarise the meeting, confirm the disciplinary action, if any, being taken, give timescales involved, explain what may happen if further disciplinary action is taken regarding any reoccurrence of this issue.  Ensure that the employee is aware of the appeal procedure.  
• Ensure that you have full notes of the meeting which you have signed and dated and keep safely. 

AFTER THE MEETING  

•  Confirm in writing the outcome of the meeting, remind about the appeal procedure and the timescales of any disciplinary warnings given.  
• Diarise and carry out any review meetings discussed.