Disciplinary Hearing Script

This script is made by [YOUR NAME]. This script is made under the organization, [YOUR COMPANY NAME]. The company address of the creator of this script is as follows: [YOUR COMPANY ADDRESS]. The company email of the creator of this script is as follows: [YOUR COMPANY EMAIL]. The company phone number of the creator of this script is as follows: [YOUR COMPANY NUMBER]. The company website of the creator of this script is as follows: [YOUR COMPANY WEBSITE].

I. Introduction

Welcome to the disciplinary hearing of [EMPLOYEE'S NAME]. Today’s date is [DATE], and we are here to discuss specific concerns regarding an alleged incident on [INCIDENT DATE]. This hearing will be conducted to ensure a fair evaluation of the events and to determine subsequent actions in line with our company policies.

Present today are [LIST OF ATTENDEES]. This meeting will be recorded for record-keeping and transparency purposes. We expect this process to be carried out with the utmost respect and professionalism from all parties involved.

II. Opening Statement

The purpose of today’s hearing is to address the allegations made against you, [EMPLOYEE'S NAME]. These allegations include [LIST SPECIFIC ALLEGATIONS], which are considered violations of our workplace policies, specifically [MENTION RELEVANT COMPANY POLICY]. Before we proceed, do you understand why you are here and the nature of these allegations?

We will first hear the evidence from the management side presented by [PRESENTER'S NAME], followed by your response and any evidence you wish to present. It is essential that both sides are heard impartially and that all evidence is considered before making any decision.

III. Presentation of Evidence

Management’s Evidence:

Documentation or emails related to the allegation.
Witness statements or testimonies if applicable.
Any previous records of warnings or discussions related to the behavior.

Employee’s Response:

Your account of the alleged incident.
Any supporting documents or emails.
Statements from colleagues or other witnesses who can support your version of the events.

IV. Discussion

The floor will now be open for a detailed discussion on the presented evidence. The panel, consisting of [NAMES OF THE PANEL MEMBERS], will ask questions to both the management and the employee to clarify any uncertainties about the evidence presented. This is an opportunity for both sides to argue their case and ensure all perspectives are adequately considered.

Once the discussion is closed, both parties will have the opportunity to present their final statements before the panel deliberates on the matter.

V. Conclusion and Deliberation

Based on the discussions and evidence presented today, the panel will retire to deliberate on the decision. The considerations will be strictly based on the evidence relevant to the allegations against [EMPLOYEE'S NAME] under the guidelines set by [YOUR COMPANY NAME]’s disciplinary policy. Please remember that the decision will aim to be just and fair to all parties involved.

An official decision will be communicated to both parties in writing within [TIME FRAME]. It is crucial for [EMPLOYEE'S NAME] to understand that the outcome might include possible sanctions, up to and including termination, dependent on the findings of this hearing.

VI. Closing Remarks

This concludes the disciplinary hearing for today. We thank everyone for their participation and for maintaining professionalism throughout the process. The recording of this hearing will be stored securely and will be accessible to relevant parties upon formal request. The decision taken by this panel will be final, barring any grounds for an appeal, which would be considered as per the procedures outlined in our employee handbook.

Thank you once again, and we will be in touch regarding the final decision. Please let us know if there are any immediate questions or concerns.