Final answer:
The information provided is about the WARN Act's 60-day notice for layoffs, which does not directly state the notice period for disciplinary hearings. The notice period for a disciplinary hearing often depends on the employer's policy or local employment law.
Step-by-step explanation:
The question at hand pertains to the advance notice period that must be provided by an employer before conducting a disciplinary hearing. The information provided mentions a requirement for employers with more than 100 employees to give written notice 60 days before plant closings or significant layoffs. However, this requirement does not directly specify the notice period for a disciplinary hearing. Normally, the advance notice requirement for a disciplinary hearing is subject to company policy or employment law specific to the jurisdiction in which the company operates. The given information is more relevant to the Worker Adjustment and Retraining Notification (WARN) Act, which mandates the 60-day notice for layoffs and plant closings, not disciplinary hearings.
Disciplinary hearings are an internal process that typically follow the specific guidelines established by an organization's human resources policy or the employment laws of the country. Thus, there is no universal answer to the question regarding the minimum days' notice for a disciplinary hearing without additional context regarding the employer's location or specific internal policies.