Transcribe disciplinary and grievance hearings accurately, with speaker labels and timestamps, to keep a fair, defensible HR record.
A grievance hearing needs an accurate record precisely because it might get challenged, at an appeal, by NLRC, or by legal counsel months later. Taking notes while also chairing the hearing and giving the employee a fair hearing is hard to do well at the same time. Record the session and let Autrans produce a transcript with speaker labels showing exactly what the employee, the complainant, and the panel each said, with timestamps so you can point to the exact moment a statement was made if it's disputed later. Get an AI summary for the case file and key quotes for the disciplinary letter. Handles the English-Pidgin mix that often comes up when an employee is more comfortable explaining themselves informally. Built for HR managers and employee relations teams at Nigerian companies who need hearing records that are fair, accurate, and defensible.
Best practice is to inform all parties the hearing is being recorded and get their acknowledgment before you start, which also strengthens the record's fairness if challenged later. Autrans transcribes what you record, but you're responsible for following your company's policy and applicable employment law on consent.
Yes, speaker labels distinguish between different voices in the recording, so statements are attributed to the right person. With several panel members speaking, a clear recording setup where people avoid talking over each other gives the cleanest attribution.
Recordings and transcripts are private to your account and audio is never used to train AI models, which matters given how sensitive HR case files are. Use a view-only share link only with the specific people who need to review the case, such as a senior HR manager or legal counsel.
The transcript gives you an accurate, timestamped record of what was said, which is useful supporting documentation. Whether it's accepted as formal evidence depends on the tribunal's own rules of procedure, so check with legal counsel on what's required for your specific case.
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