For the workplace to function effectively, employers use standards for conduct, timekeeping and performance management and identify issues that may need resolving in the workplace. Disciplinary hearings are a major part of this.
These frameworks are there for the benefit of both the employer and the employee.
If your employer starts a disciplinary process against you (whether for conduct or performance) it could be because they want to resolve an issue quickly or it could be the first step in getting you out.
Assuming you have more than two years’ service, the employer needs to have a valid reason to give a sanction and it needs to follow a procedure to do it safely. This procedure guarantees you the right to defend yourself and not be ambushed. You should not be dismissed for a first misconduct offence or for poor attendance or poor work performance. Instead, you should be given at least one chance to improve.