Hi thank you for your message.
I can help you with this matter. Firstly, although I understand that this situation is very distressing for you I would like to reassure you that in the disciplinary hearing your employer will need to give you the opportunity to explain your side of the story. Therefore this meeting must take place before any disciplinary action is taken. It is important that the letter inviting you to the disciplinary hearing should set out a reasonable place and time for the hearing and should invite you to be accompanied at the hearing. I would strongly recommend that you bring someone to the meeting such as a union member or a colleague you trust to ensure that all matters discussed in the meeting are properly documented. Moreover, the letter asking you to go to the meeting should give you enough information to know why the employer has invited you to the meeting. They should also give you enough time to consider the allegations in the letter and to find evidence in support of your case. If your employer has not given you any evidence you should ask them for it. If they have given you evidence and you need more time to consider the evidence against you, you should ask for the meeting to be postponed so you have extra time to prove your case. The amount of time you ask for should be reasonable. To prepare for the meeting I recommend that you:
1) make sure you know the case against you and the evidence for it
2)make sure you are prepared- have your own evidence and list of points you want to raise
3)find a companion to take to the meeting- make sure to tell your employer you want someone to come with you. Although they should have given you this option in their letter. You should bring a colleague you trust or a trade union representative. For more information on who you can bring to the hearing please visit: https://www.citizensadvice.org.uk/work/problems-at-work/disciplinary-meetings/who-can-accompany-you-to-a-disciplinary-meeting/
Moreover, you will need find out if your employer has a disciplinary procedure, check that they are following it. If they do not, check that they are following the Acas Code of Practice.Make sure the procedure is being followed. If it isn't, you should point this out to your employer. It could mean that any decision they make is unfair.
In regards ***** ***** evidence, if anyone could support your case, you should ask them if they would be willing to give evidence for you. If they are happy to give evidence, it's a good idea if they can prepare a statement or a note of what they will say so that they don't forget anything.
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