Explanation:

Before the disciplinary hearing, you must collect all relevant evidence, including records of communication attempts, prior warnings, the employee’s attendance history, and any mitigating factors considered during the investigation.

The hearing itself must be conducted by a fair and impartial panel, typically consisting of an HR representative and a senior manager who is not directly involved with the case.

Action:

Appoint a disciplinary panel consisting of at least one senior manager (not directly involved) and an HR representative. Ensure the panel is unbiased and able to make a fair decision based on the evidence. You will lead the meeting it’s self.