Disciplinary Hearings & Independent Chairpersons
BizConsult provides independent chairpersons for workplace disciplinary hearings. We help employers prepare a structured process in which allegations, evidence and the employee's response can be considered fairly, with clear written findings and guidance on the outcome.
When you may need an independent chairperson
A disciplinary hearing can be difficult for an employer, especially where allegations are serious or the people involved work closely together. An external chairperson can help provide an impartial process and keep the proceedings focused on the matters that need to be considered.
How BizConsult assists
BizConsult provides independent chairpersons to hear the parties, consider the evidence and record reasoned findings. The chairperson's role is independent: they manage the hearing fairly, give the employer and employee an opportunity to present their positions, and assess the information before them without taking either side.
We can also help employers prepare the documentation needed before the hearing. Depending on the mandate, this may include guidance on the allegations, notices, the relevant workplace rules and the practical arrangements for witnesses and documents. Where included, the written outcome can address findings and a sanction recommendation. We can also assist with communicating the outcome and with internal appeal support where applicable.
How the engagement works
- We discuss the matter and the scope of the chairperson's appointment.
- The employer supplies the available documents and proposed hearing arrangements.
- The chairperson conducts the hearing and considers the evidence presented.
- Written findings and any agreed follow-through are provided after the proceedings.
What to prepare
- The employment contract, disciplinary code and relevant policies.
- A clear description of the allegations and incident records.
- Available evidence, correspondence and witness details.
- Any notices already issued and the proposed hearing date or arrangements.
Useful questions
When is an external chairperson useful? It can be helpful where independence is important, the matter is sensitive, or an internal manager should not chair the proceedings. What happens after the hearing? The employer receives the chairperson's written findings and can take the next steps within the agreed scope.