Letter requesting attendance at a disciplinary hearing

The document titled 'Letter requesting attendance at a disciplinary hearing' is an important communication tool used in the context of disciplinary proceedings within a company or organization. It serves as a formal notification to an employee regarding their requirement to attend a disciplinary hearing. The purpose of the document is to inform the employee about the allegations made against them, provide details of the hearing, and outline the procedures that will be followed.

 

The entire document consists of several sections that serve different purposes. The first section includes the title of the letter, which clearly states its purpose. It is followed by the introductory paragraph, which addresses the recipient by name and informs them about the requirement to attend a disciplinary hearing. The next section provides a brief overview of the allegations made against the employee, specifically mentioning the complaint of assault and the evidence collected. This section also mentions the possibility of summoning additional witnesses and the deadline for submitting relevant documents.

 

The document then proceeds to mention that the hearing proceedings will follow the rules set out in the disciplinary procedure. It emphasizes the possibility of issuing a written warning if misconduct is found. The next section introduces the panellists who will conduct the hearing and mentions the employee's right to bring a trade union representative or a colleague as a companion. It also clarifies that the companion can address certain issues but cannot answer questions directed towards the employee.

 

The document concludes with the sender's signature and job details, indicating the official nature of the communication. Overall, this document plays a crucial role in ensuring a fair and transparent disciplinary process within the organization.

How to use this document?

1. Notify the employee: Begin the letter by clearly stating the purpose, which is to inform the employee about their requirement to attend a disciplinary hearing.

2. Outline the allegations: Provide a summary of the allegations made against the employee, including specific details such as the complaint of assault, the place, time, and date of the incident, and any evidence or witness statements collected.

3. Request additional documents and witnesses: Inform the employee about the possibility of summoning additional witnesses and request them to provide the details of any relevant witnesses or documents they would like to submit for consideration at the hearing.

4. Mention the disciplinary procedure: State that the hearing proceedings will follow the rules set out in the disciplinary procedure, emphasizing the potential issuance of a written warning if misconduct is found.

5. Introduce the panellists and companions: Provide details of the panellists who will conduct the hearing and clarify the employee's right to bring a trade union representative or a colleague as a companion. Explain that the companion can address certain issues but cannot answer questions directed towards the employee.

6. Conclude the letter: Sign off the letter with the sender's name, job title, and company details to add an official touch to the communication.