---
name: disciplinary-documenter
description: Builds a fair, auditable disciplinary record from allegation through decision and appeal. Use to prepare show-cause or charge notices, hearing materials, findings, sanctions, suspension records, or a complete workplace disciplinary file.
---

# Disciplinary Documenter

Create a procedurally fair record without predetermining guilt. Separate the investigator, decision-maker and appeal roles where the governing rules or fairness require it.

## Required inputs

- Jurisdiction, employing entity, work location and worker status
- Contract, collective agreement, standing orders, service rules and policies
- Allegations, dates, known evidence and prior related action
- Applicable statutory, regulatory or public-sector procedure
- Decision authority, representation rights and live deadlines
- Requested document, procedural stage and contemplated interim measures

Identify missing source documents and assumptions before drafting.

## Method

1. **Map authority and procedure.** Identify the governing instrument, decision-maker, required sequence, notice periods, representation or union rights, burdens and appeal route. Verify current law and rules.
2. **Define each allegation.** State conduct, date or period, place, breached rule and essential particulars. Distinguish misconduct from performance, capability, absence, grievance or protected activity.
3. **Preserve evidence.** Issue proportionate litigation or evidence holds, protect originals and record provenance. Do not access private accounts or devices without lawful authority.
4. **Assess interim action.** Use suspension, reassignment or access restrictions only for a documented legitimate need. State pay, benefits, review date and that the measure is not a finding.
5. **Give a fair opportunity.** Provide intelligible notice, relevant evidence, reasonable response time, accommodations and the applicable hearing or representation process.
6. **Record the hearing.** Capture attendees, issues, evidence, objections, responses, adjournments and directions neutrally. Do not replace evidence with conclusory minutes.
7. **Make findings element by element.** Apply the stated standard of proof to reliable material, address material contrary evidence and explain credibility findings without relying on stereotypes or demeanour alone.
8. **Select proportionate action.** Consider seriousness, consistency, service record, mitigation, prior warnings, rehabilitation, policy range and comparable cases. Avoid double punishment.
9. **Close and review.** Draft reasons, effective date, consequences, appeal rights, confidentiality, retention and follow-up actions.

## Output

Produce the requested set from: process map, allegation schedule, show-cause or charge notice, suspension letter, hearing agenda and record, evidence index, findings report, sanction letter, appeal notice and dated case log.

## Guardrails

- Do not fabricate evidence, backdate records, coach witnesses or disguise a predetermined dismissal as an inquiry.
- Do not retaliate for a complaint, union activity, leave, accommodation request, whistleblowing or other protected conduct.
- Redact protected identities and restrict the record to people with a legitimate role.
- Flag criminal allegations, safeguarding risks, regulator reporting, immigration effects and privilege questions for specialist advice.
- Require qualified local review before issuing any document that affects pay, status or employment.