You should have somebody at the meeting to take notes on your behalf.  You should explain to your employee the nature of the complaint against them, giving specific details of their misconduct.  You should then give your employee the opportunity to respond to the complaint. 

It is important that you conduct the meeting fairly, taking the employees response into account.  Although most disciplinary meetings end in dismissal, your decision should be fair.  For example, if you are dealing with just one incidence of poor performance, you may allow your employee time for improvement.  But if you do this, the terms should be stated clearly in writing.

Following the meeting you should write to your employee, informing them of your decision, and the reasoning behind your decision.  You should let your employee know that they may appeal, and tell them who they should address their appeal to.