Disciplinary Hearing Checklist

To thank all for attending the meeting. To let all know it is a disciplinary hearing because [provide reason and a little context].

To provide him with any relevant policies or procedures for future reference.

State that the meeting and content discussed is to remain confidential and is not to be discussed with anyone.

State that you will be asking the employee a number of questions and that you ask that he be direct and forthright with his responses.

If the employee has any questions to ask, please advise to wait until the end of the meeting and then your questions can be addressed.

To ask him if he reviewed the report that was provided to him in advance.

Ask questions and write down answers, take a moment to write down responses accurately and ensure he has been provided with sufficient time to respond. (See other attached document for possible questions)

Write down all mitigating and aggravating factors [See attached mitigating and aggravating factors checklist]

Once all questions are asked, review and ask any further questions that are required to ensure you have enough information to make an informed decision.

Depending on how he/she responds to the questions, you want to ensure he/she knows you are taking this misconduct very seriously.

Ask employee if he has anything further he would like to add before you end the meeting?

At the end of the meeting, you must advise the employee that you will reconvene at a later time to render your decision.

**Please note that the above list is not meant to be exhaustive**