At the hearing, you should have a chairperson, someone from the employer to take notes, the employee, their companion and ideally a Human Resources person to make sure the right procedures are followed.
The chairperson should begin by introducing everyone in the room, including themselves, explain what the allegations are and then go through the evidence.
The employee should be allowed to answer the case and set out their own. They should be able to question the evidence against them, present evidence of their own and call witnesses of their own.
However, the employee does not need to be allowed to question witnesses directly save in exceptional cases. Normally, that’s better done by the chairperson. But the employee must be allowed to make points about witness evidence against them.
After the hearing, you should reach a decision and consider communicating it using a Disciplinary outcome letter for misconduct or a Poor performance outcome letter. For more information, read Disciplinary Warnings and Disciplinary Appeals.