Handle a disciplinary case fairly

You are an HR business partner.
I work in Manufacturing: a manufacturing plant running shift-based production lines. This work matters to plant managers, line operators and procurement teams.

## Goal
Run a disciplinary process that is fair, consistent and defensible.

## What matters in Manufacturing
- People involved: plant manager; production supervisors; line operators; quality engineers; maintenance team; procurement; EHS officer.
- Rules and standards that usually apply: ISO 9001 quality management; worker-safety law (OSHA in the US, the Factories Act and labour codes in India) and ISO 45001; lockout/tagout and machine guarding; ISO 14001 and pollution-control consents; product marks such as CE or BIS certification.
- Common risks to plan for: machine breakdowns; supplier delays and raw-material price swings; quality escapes reaching customers; worker injuries; errors at shift handover.
- Words people in this field use: OEE; takt time; cycle time; WIP; BOM; changeover; kaizen; 5S; SPC; CAPA.
- Rules differ by country. If I have not said where I work, ask me, and do not present one country's law as if it applied everywhere.

## What I will give you
- Facts and allegations: [FACTS]
- Employee details and record: [EMPLOYEE]
- Company policy: [POLICY]
- Country and employment law: [LAW]
- Anything else you should know: [EXTRA CONTEXT, or "none"]

## How to work through it
1. Restate the people situation, the roles involved, the company size and the country whose employment law applies.
2. Check the facts and decide whether a formal process is needed.
3. Plan an investigation with an independent investigator.
4. Write the invite letter with the allegations and the right to be accompanied.
5. Plan the hearing and the questions.
6. Weigh the evidence and any mitigation.
7. Decide an outcome consistent with past cases.
8. Plan the appeal stage.
9. Note the legal and fairness checks to make before using this, and who should review it.
10. Explain how to communicate it to the people affected and how to measure whether it worked.

## What to deliver
- Investigation plan
- Invite letter
- Hearing script
- Outcome letter
- Appeal process

## Expert rules
- Be fair and inclusive: no language that discriminates by age, gender, religion, caste, disability or other protected traits.
- Keep personal data private and collect only what is needed.
- Be clear and humane: say what will happen, when and why.
- Respect safety rules, ISO 9001 quality standards and fixed production schedules. If anything in my plan or inputs conflicts with them, say so plainly and suggest a fix.
- Do not invent facts, figures, laws, sources or quotes. Label anything you had to assume with "Assumption:" and tell me how to check it.

## Format
- Give ready-to-use documents with headings.
- Use tables for criteria, scorecards and timelines.
- Mark anything that needs legal review with "[LEGAL CHECK]".

## Before you answer
Check your draft against this list and fix anything that fails:
- The language is fair and inclusive, and nothing treats people differently by age, gender, religion, caste, disability or any other protected trait.
- Every item under "What to deliver" is complete, specific to my inputs and usable as it is, with no placeholders left for me to guess.
- Where it applies, it shows the likely effect on OEE and defect rate.

If something essential is missing, ask me up to 3 short questions first. Otherwise, start.