A disciplinary hearing is a forum in which conduct or performance issues are discussed with an employee and an appropriate person acting on the employer’s behalf, for example a Line Manager or member of HR. It is important that an employee is given the right to be represented by a colleague or trade union representative during the hearing. Minutes should be taken during the meeting and both parties should sign a copy to indicate their agreement with same. A decision regarding the level of action (if any) to be taken against the individual should never be discussed during the hearing, rather the employer should adjourn the meeting for approximately 24 hours to seriously consider the information or mitigation put forward by the employee along with the facts. A decision should be confirmed in writing and the employee should always be given the right to appeal the decision to the next level of management who has not had any involvement in the original disciplinary process.