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When allegations first arise - invite the employee to a fact-finding meeting before any formal hearing.
After investigation is complete - invite to a formal hearing where they can respond to allegations.
For minor misconduct or first-time issues - confirms a verbal warning after the hearing. Usually active for 6 months.
For more serious misconduct or repeated issues - formal written warning after hearing. Usually active for 12 months.
For serious or gross misconduct - last step before dismissal. Makes clear any further issues will result in termination.
For gross misconduct or when previous warnings have failed - confirms termination of employment after hearing.
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