Talk the person through the disciplinary procedure, from their written notification of a meeting. Which should give them at least 48 hours’ notice of that meeting and an indication of the possible outcome.
Inform them of their right to be accompanied at the meeting. Give them copies of any evidence on which you may rely on when making your decision.
Following the meeting, take an adjournment if necessary, decide and inform the employee of the level of warning to be issued to them, if any, and follow up with a formal letter explaining right to appeal.
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