What happens in a disciplinary meeting for misconduct?

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You’ve been told you need to come to a disciplinary meeting, so let’s talk about what’s going to happen- well what should happen.  Every employer is different, and their process may vary; either because they are achieving the necessary steps in a different way, or because they are making a mistake (see here for how to tell if they’re making a mistake).  But this is roughly what will happen, or at least should happen, so below we are ongoing talk through what will happen, and what to look for at each step.

Introductions

This seems unnecessary to explain, but bear with me.  You probably won’t know everyone there; but there will likely be two people, maybe three, doing four roles between them (see here), and its helpful to figure out who you are looking at, and who is doing what. 

Most important to work out is who’s new, and have they brought in a ‘big gun’, because this influences your strategy (see here here and here).  If the situation is low level because these are managers you know, the chances of keeping your job are better.  If they’ve brought in people you don’t know (external consultant, lawyer, HR from head office), then it’s going to be fairer (see here) but it’s also more likely to be a more significant outcome, like a dismissal.

Their side

This is discussed in many places, but this is where they should outline what they know.  All of it, and you should already know it (see here)  and it’s possible that you all won’t go through it again, but it’s often a good idea to re-cap all the facts and the situations.  But before you tell your side, everyone should be on the same page about what is stacked up against you.

Your explanation

This is your part, and it’s important that you get it, and you use it.  This is where you get to tell your side of the story- either to defend yourself (see here), admit it (here) or confess but justify it (here).  It’s important that this happens at your pace, and in your time, and that you don’t get railroaded, spoken over, cut short or ignored (also see here). 

You can ask questions here too.  There may be gaps in the information.  You may be concerned why others aren’t being dealt with in a similar way.  Looking for holes is reasonable, but needs to fit with your strategy.

Their questions

This is the trickiest part.  You’ve told your side of the story, and constructed a different situation to how they may be seeing it.  This is where they get to try and knock it down.  It can feel like a cross-examination, and in many regards it is, because while you’re entitled to your view of the world, the employer doesn’t have to accept it verbatim.

This does catch a few people out, and emotive responses are common.  In most societies these days, everybody has their view of the world, and it’s common courtesy to let them see it their way.  So having your story picked apart can be pretty confronting, so prepare yourself for this so you can keep calm, rational and reasonable.

Your final position

This part is where you sum up the situation from your perspective.  This may be simple, or you may need some time to gather your thoughts, in which case asking for an adjournment is a good idea.  This might not necessarily be provided, but if not, it’s best to ask.  If it’s been a lengthy discussion, and/or you’ve been a bit meandering in your thoughts, its good for you pull them together into what you want them to think about.   Ask for an adjournment to gather yourself if you like.

Their decision

Once a situation has been thoroughly discussed, then a decision will be made. If you’re arguing, and they don’t adjourn to think and discuss, they may have already made up their mind (see here).