Describe what happened and the charges as you'd say them out loud. Prosidir opens the case file and gets the paperwork moving.
The Notice of Disciplinary Hearing is drafted from the incident and charges, with the employee's rights spelled out correctly.
Rates the process and evidence as Strong, Moderate or Weak — never guilt — and always shows the reasons behind it.
Hold the employment contract and every piece of evidence with a tamper-proof chain of custody, linked to the charge it supports.
Capture consent, record the hearing in person or online, then get a speaker-separated transcript and a plain summary.
Generate the outcome letter and a tribunal-ready evidence bundle in one click, ready for an appeal or the CCMA.
Most unfair-dismissal cases are lost on paperwork, not facts — vague charges, missing rights, no proper record. Prosidir writes the Notice of Disciplinary Hearing straight from the incident and charges you enter.
The charges are laid out clearly and the employee's rights are spelled out in full — time to prepare, representation, to state their case, an interpreter, and an impartial chairperson.
You are required to attend a disciplinary hearing to answer the following allegations of misconduct:
Charge 1 — Sleeping on duty. Charge 2 — Abandonment of post.
Your rights. Reasonable time to prepare, representation by a fellow employee or shop steward, to state your case and call witnesses, an interpreter if required, and a fair hearing before an impartial chairperson.
Prosidir never decides guilt and never picks the sanction — a human always signs off. What it rates is whether the process and the evidence would stand up: Strong, Moderate or Weak, always with the reasons shown.
It's the honest early-warning that tells you to shore a case up before you act on it — not after a tribunal does.