What information must be provided to an employee prior to a conduct and discipline meeting?

Can information be withheld and presented at the actual meeting,to the employee, if so why and what type of information. Is there a time limit in law on when the meeting has to take place, after the alleged offence, or after the paperwork has been issued.|||in possession of all the facts relating to the complaint and the name and position of the person making the complaint, there is no actual time limit but it is as soon as practically possible|||if you are uk based check this out for all the info:





http://www.acas.org.uk/|||what information must be provided to an employee prior to a conduct and discipline meeting?





In the U.S. absent an employment contract or Union Collective Bargaining Agreement stipulating the conditions under which such meeting can be held, NO information at all MUST be provided the employee.|||You normally have a preliminary hearing where the reason for the proposed disciplinary meeting will be put to you. All relevant information will then be discussed. You have the right to have a colleague to be in attendance. There will then be an adjournment to decide if there is cause for a disciplinary hearing. This can take place immediately, or be at a later date if you feel you need to bring your own evidence.|||To add to what Wilfred has answered you are advised in cases of gross misconduct to have a solicitor with you or at worst you are allowed to have anyone of your choosing as a witness to the proceedings. There should also be a secretary present to take down the minutes of the meeting and if possible a back up set typed from a tape recorder.|||Due process dictates that the employee should be properly apprised of whatever complaint is directed at him. He should be presented a show-cause memo once there is a complaint received by the administrator. He is then asked to answer the memo after which a disciplinary meeting is conducted. He should be advised to seek for a counsel.