Disciplinary Hearings, Labour Law, South Africa

Disciplinary hearings

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About this product

This is a comprehensive study of how to manage the disciplinary process in an organisational environment. The product consist of a collection of documents and videos setting out the processes from initially identifying the alleged misconduct, the notices and time frames required, and the hearing process until sanction. The process is further demonstrated by way of videos. All forms and templates are included.

Why you should buy this product

Discipline is one of the core functions of any manager in the workplace, yet the most ignored function as it often difficult and confrontational. Unfortunately misconduct does not go away and this product assists the manager and Human Resources with the tools to identify and pro-actively deal with discipline and misconduct in the most effective and professional manner. The videos will assist with practical examples of how to deal with the different parts of a disciplinary hearing.

Content

This product consists of information sheets, videos, examples and publications to explain misconduct and how to deal with it in a disciplinary hearing or appeal process from the moment the misconduct is committed untill the final warning or dismissal. Full access for 1 year

Included in this Product

Documents (108)Includes documents, templates, examples and information sheets

Title	Description	Type	Actions
Absenteeism and how to manage it	Identifying the different types of absenteeism and how to manage it.	Information Sheet	Preview
Appeal form - Disciplinary hearing	A form provided to a guilty employee to appeal against a guilty finding in a disciplinary enquiry	Information Sheet	Preview
Appeal form - Disciplinary hearing	A form provided to a guilty employee to appeal against a guilty finding in a disciplinary enquiry	Template	Preview
Appeal ruling - Disciplinary hearing	The ruling and reasons for the decision given by the chairman of an appeal hearing.	Information Sheet	Preview
Appeal ruling - Disciplinary hearing	The ruling and reasons for the decision given by the chairman of an appeal hearing.	Template	Preview
Automatic Unfair Dismissals	A dismissal is automatically unfair in terms of section 187 of the LRA if the employer dismisses an employee for reasons relating to organisational rights or for reasons relating to unfair discrimination, participation in a protected strike or pregnancy.	Information Sheet	Preview
Cases dealing with discipline	A collection of court cases dealing with disciplinary hearings.	Information Sheet	Preview
Check list of Disciplinary Enquiry	A check list to assist the complainant or initiator during the investigation of misconduct.	Information Sheet	Preview
Check list of Disciplinary enquiry	A check list to assist the complainant or initiator during a disciplinary enquiry to ensure procedural fairness.	Template	Preview
Notices for the disciplinary process	This information sheet provides information regarding the appropriate forms to present to an employee on diving notice of a disciplinary hearing. It is imperative that the charges are set out clearly and the rights of the employee are canvassed to ensure the procedural fairness at this initial stage.	Information Sheet	Preview
Disciplinary chairperson’s guide	A comprehensive guide to chairpersons on how to conduct a disciplinary hearing.	Information Sheet	Preview
Disciplinary hearing sanction form	An example of a sanction form to be used by the chairperson of a disciplinary hearing.	Information Sheet	Preview
Disciplinary sanction form - Dismissal	A form to be used by a Chairperson of a disciplinary hearing when dismissing an employee.	Information Sheet	Preview
Disputes about unfair dismissals	An information sheet detailing the procedure; compensation; rights & obligations surrounding perceived unfair dismissals and the rights of an employee to approach either the CCMA or Labour Courts after a dismissal.	Information Sheet	Preview
Entrapment and employees	An information sheet on the rights surrounding polygraph testing in the workplace. A useful guide when employers are potentially faced with misconduct or criminal activities such as misappropriation of property or theft.	Information Sheet	Preview
Example of a closing statement	An information sheet setting out a typical closing statement to be used in CCMA proceedings setting out the legal argument and facts you rely upon.	Information Sheet	Preview
Example of a closing statement	A template of a closing argument to be used at the CCMA detailing the legal argument and facts relied upon to state a parties case.	Template	Preview
Example of a witness statement	A witness statement sets out the facts of the matter, chronologically as it pertains to a witness in a particular matter; used by the investigator in compilation of his evidence surrounding investigation into an event in the workplace.	Information Sheet	Preview
Example of an opening statement	An information sheet outlining a typical opening statement used at the commencement of a hearing.	Information Sheet	Preview
Example of charges in terms of disciplinary code	An information sheeting detailing a typical list of charges or transgressions.	Information Sheet	Preview
Example of charges with no disciplinary code	an information sheet detailing the charges or transgressions of an employee.	Information Sheet	Preview
Example of incident diary	A template of an incident diary to be used by the investigator in their investigation into a transgression by an employee.	Template	Preview
Example of leading a witness to give evidence	This information sheet provides information regarding the presenting evidence in chief at a hearing.	Information Sheet	Preview
Final or serious warning document	An information sheet detailing a serious or final written warning as the sanction handed down to a guilty employee.	Information Sheet	Preview
Final or serious warning document	A template detailing the sanction of a final written warning.	Template	Preview
Grievance form	An information sheet detailing a typical form used when an employee has lodged a grievance and such is investigated and an outcome handed down to ensure fair labour practices within the workplace.	Information Sheet	Preview
Guide to Chairman - Deciding on sanctions	A document detailing the step by step enquiry a chair person must examine in order to originate at an appropriate sanction. The ultimate test for justifying a dismissal is - Has the employment/trust relationship broken down irretrievably?	Information Sheet	Preview
How to suspend employees	An information sheet on the law surrounding suspension with pay, pending an investigation into an alleged misconduct, in order to prevent the employee from interfering with the investigation.	Information Sheet	Preview
Imprisoned employees and other cases	An information sheet dealing with incapacity related to imprisonment of employees and case law. Employers who dismiss an employee due to imprisonment must follow schedule 8 of the LRA and needs to consider the reasons for the incapacity, the extent of the incapacity, whether it is permanent or temporary, and whether any alternatives to dismissal do exist.	Information Sheet	Preview
Kennisgewing van dissiplinere verhoor	A notice to inform an employee that they are being investigated for an alleged transgression. (Afrikaans)	Information Sheet	Preview
Kennisgewing van dissiplinere verhoor	A notice to inform an employee that they are being investigated for an alleged transgression. (Afrikaans)	Template	Preview
Misconduct Incident Investigation Diary	A form to be used by an investigating officer in suspected cases of misconduct.	Information Sheet	Preview
Misconduct Incident Investigation Diary	A template to be used by an investigating officer in a case of misconduct.	Template	Preview
Notice to attend a disiplinary enquiry	A notice to attend a disciplinary enquiry.	Information Sheet	Preview
Notice to Attend Dissiplinary Hearing Simple	A notice to attend a disciplinary enquiry.	Template	Preview
Notice to Oppose	A notice to oppose in the CCMA is important to ensure that the CCMA is aware that the matter will be defended and it provides an address for service of all notices and proceedings in the matter.	Information Sheet	Preview
Pre dismissal arbitration	Section 188A regulates a pre-dismissal arbitration process. This process is held through the CCMA or bargaining council and should be used only in regard to high level employees.	Information Sheet	Preview
Presenting or defending your case	An information sheet detailing how to prepare for and defend an arbitration at the CCMA or Bargaining Council. Details are provided as to who the role players are in an arbitration; the process; presentation of evidence and leading and cross-examination of witnesses.	Information Sheet	Preview
Record of councilling prior to a disciplinary hearing	A form to be used to narrow down the issues before a disciplinary hearing. A form of conciliation.	Template	Preview
Record of counselling prior to a disciplinary hearing	A form to be used to narrow down the issues before a disciplinary hearing. A form of conciliation.	Information Sheet	Preview
Suspension as alternative	An alternative sanction rather than a dismissal is to suspend the employee without pay for a time period.	Information Sheet	Preview
Suspension as alternative	An alternative sanction rather than a dismissal is to suspend the employee without pay for a time period.	Template	Preview
The conduct of the chairperson in disciplinary hearings	An information sheet considering the impartiality of a chairperson. Prior knowledge of a case is always a contentious issue. It is not always possible for a chairperson to have no knowledge of the case, especially where the chairperson is part of the operations of the employer where the misconduct occurred. It is a fine line any chairperson should apply to determine whether she knows enough about the case to place her in a position where an opinion of guilt or innocence can be formed in her mind already. The golden rule should be that: if in doubt, rather recuse yourself and appoint another chairperson.	Information Sheet	Preview
The effect of theft in the workplace	Every employer will probably, at some stage or another, be faced with theft in its workplace. Due to the fact that theft is a dishonesty offence, we dismiss those employees guilty of theft, no matter the value of the item stolen and in most cases, factors in mitigation were not enough to tip the scale away from dismissal, as honesty goes to the heart of the relationship and theft or dishonesty destroys the trust between employers and employees.	Information Sheet	Preview
The requirements for a fair disciplinary hearing	The Labour Relations Act states that a dismissal is 'unfair' if it is not effected for a fair reason and in accordance with a fair procedure. Section 188 of the LRA stipulates that a dismissal is unfair if the employer fails to prove that the reason for the dismissal is a fair reason based on the misconduct or incapacity of the employee, or is based on the employer's operational requirements, and that the dismissal was effected in accordance with a fair procedure.	Information Sheet	Preview
Unfair dismissal	The code of good practice on dismissal is a vitally important document in the Labour Relations Act, which should be studied by any party referring or defending a dispute in the CCMA or a council relating to dismissal and incapacity cases. It provides guidance to employers on the various aspects of dismissal, fair procedure, and substantive fairness.	Information Sheet	Preview
Verbal warning	A type of sanction for misconduct - a record of a verbal warning.	Information Sheet	Preview
Verbal warning	A template of a record of a verbal written warning.	Template	Preview
Versameling van kennisgewings van dissiplinere prosses	Notification of a disciplinary hearing.	Information Sheet	Preview
Versameling van kennisgewings van dissiplinere prosses	Notification of s disciplinary hearing.	Template	Preview
Voorbeeld van opskorting	Opskorting van dienste hangende ‘n ondersoek na beweerde onreëlmatighede.	Information Sheet	Preview
Voorbeeld van opskorting	Opskorting van dienste hangende ‘n ondersoek na beweerde onreëlmatighede.	Template	Preview
Disciplinary Hearing - Sanction	An example of a sanction form to be used by the chairperson of a disciplinary hearing.	Information Sheet	Preview
Medical incapacity flow chart	A flow chart demonstrating the stages involved in a medical incapacity enquiry.	Information Sheet	Preview
Medical incapacity flow chart	A flow chart demonstrating the stages involved in a medical incapacity enquiry	Template	Preview
Misconduct - Sexual harassment .PDF	Sexual harassment in the working environment is a form of unfair discrimination and is prohibited in terms of the Employment Equity Act (EEA) – section 6. Sexual harassment is unwelcome conduct of a sexual nature that violates the rights of an employee and constitutes a barrier to equity in the workplace.	Information Sheet	Preview
Misconduct - Sexual harassment	Sexual harassment in the working environment is a form of unfair discrimination and is prohibited in terms of the Employment Equity Act (EEA) – section 6. Sexual harassment is unwelcome conduct of a sexual nature that violates the rights of an employee and constitutes a barrier to equity in the workplace.	Template	Preview
Notice of disciplinary hearing form	An information sheet giving notification of a Disciplinary Hearing to an employee who has allegedly transgressed a work place rule. It is a requirement of procedural fairness to give that employee reasonable and clear notice of the allegations against them and provide them with enough time to avail their rights.	Information Sheet	Preview
Notice of disciplinary hearing form	An information sheet giving notification of a Disciplinary Hearing to an employee who has allegedly transgressed a work place rule. It is a requirement of procedural fairness to give that employee reasonable and clear notice of the allegations against them and provide them with enough time to avail their rights.	Template	Preview
Performance assessment for poor performance	The stages of assessment in instances of poor performance - these stages must be strictly adhered to in order to ensure procedural fairness.	Information Sheet	Preview
Performance assessment for poor performance	The stages of assessment in instances of poor performance - these stages must be strictly adhered to in order to ensure procedural fairness.	Template	Preview
Polygraphs and the test of fairness	The probative value of Polygraph testing is discussed as well as a discussion through case law regarding the great controversy in respect of polygraph testing lies in the different views of experts about the accuracy of the test.	Information Sheet	Preview
Polygraphs and the test of fairness	The probative value of Polygraph testing is discussed as well as a discussion through case law regarding the great controversy in respect of polygraph testing lies in the different views of experts about the accuracy of the test.	Template	Preview
Polygraph testing in the employment environment - 1	The probative value of Polygraph testing is discussed.	Information Sheet	Preview
Polygraph testing in the employment environment - 1	The probative value of Polygraph testing is discussed.	Template	Preview
Polygraph testing in the employment environment - 2	The probative value of Polygraph testing is discussed.	Information Sheet	Preview
Polygraph testing in the employment environment - 2	The probative value of Polygraph testing is discussed.	Template	Preview
Collective and derivative misconduct	An article discussing collective misconduct by employees and the situation were the misconduct of the employee is derived from the conduct of another.	Articles	Preview
Constructive Dismissals - a difficult case to prove	An article discussing requirements to be proven when alleging constructive dismissal by an employer.	Information Sheet	Preview
Entrapment and employees	An information sheet on the rights surrounding polygraph testing in the workplace. A useful guide when employers are potentially faced with misconduct or criminal activities such as misappropriation of property or theft.	Articles	Preview
Smoking in the workplace	Smoking in the work place is regulated by the Tobacco Products Control Act 83 of 1993 and the regulations as published in GNR975 of GG21610 of 29 September 2000. An employer may prohibit smoking at the workplace in to or designate a portion of a public place as a smoking area, provided that it complies with the regulations. The employer is also obliged to ensure that no person smokes anywhere other than in the designated smoking area and employees who do not want to be exposed to tobacco smoke must be protected. Employees may object to tobacco smoke in the workplace without retaliation of any kind.	Articles	Preview
The CCMA and the role of the trust relationship	When referring a claim to the CCMA, one of the first and most crucial decisions that need to be made by the employee is exactly what remedy he or she wants and what type of claim for remuneration and benefits can be claimed in the CCMA or bargaining council? Employees are often dissatisfied with their benefits and salary and threaten regularly with claims to the CCMA and Department of Labour.	Information Sheet	Preview
The effect of theft in the workplace	Every employer will probably, at some stage or another, be faced with theft in its workplace. Due to the fact that theft is a dishonesty offence, we dismiss those employees guilty of theft, no matter the value of the item stolen and in most cases, factors in mitigation were not enough to tip the scale away from dismissal, as honesty goes to the heart of the relationship and theft or dishonesty destroys the trust between employers and employees.	Articles	Preview
The mistakes that haunt us in disciplinary proceedings	A consideration of case law and common procedural errors that employers may make tainting any dismissal as unfair leading to costly results.	Articles	Preview
What you say on Facebook can get you fired	Facebook, Twitter and other social network sites are part of many people’s lives, some more than others. As a consequence, employees are active and post comments, read comments or chat on a continuous basis on these sites, also during work hours. Apart from idling your time away, what you say there can also constitute misconduct.	Articles	Preview
When is a dismissal fair in alcohol abuse cases	Every chairperson, when deciding on a sanction, must go through a process where he or she decides whether dismissing the employee is the right or fair thing to do. A consideration of case law regarding fairness in intoxication misconduct cases.	Articles	Preview
Abscondment	"Abscondment" is deemed to have occurred when the employee has been absent from work for a time that warrants the inference that the employee no longer intends to resume work. This article considers the transgression of abscondment and the severity of the type of sanction to impose.	Information Sheet	Preview
Abuse of Sick Leave and Leave - pdf	Employees are entitled to sick leave during a cycle of 36 months with the same employer. During this period the employee is entitled to sick leave equal to the days an employee will normally work in 6 weeks. In certain circumstances - abuse of sick leave is grounds for disciplinary action, however there is a fine line between misconduct and incapacity that an employer must be careful not to cross!	Information Sheet	Preview
Can the Employer Re-Do a Disciplinary Hearing	A look into case law on whether employers who are not always satisfied with the decision of its chairpersons, can change the finding? A consideration of SARS v CCMA & others and Country Fair Foods (Pty) Limited v Commission for Conciliation, Mediation and Arbitration & others.	Information Sheet	Preview
Counselling of Employees	Counselling is the first step of addressing or correcting the behaviour of the employee. It is an invaluable way of ensuring that the employee knows the rule and cannot later claim ignorance. It is also a way of correcting the behaviour of the employee at a stage when the employee is not up for disciplinary measures yet.	Information Sheet	Preview
Damage to Property	Wilful or negligent damage inflicted on an employer's property - this article details what an employer needs to prove and how to go about charging or disciplining a transgressor.	Information Sheet	Preview
Dishonesty - Lies, Fraud, Falsification and Theft	The employer has the right to expect his employees to be honest - if the employee is not honest, it damages the trust relationship. This type of offence will include theft, dishonest conduct, fraud, falsification, spreading false rumours and lying.	Information Sheet	Preview
Duty to keep Records	The code of Conduct, Schedule 8 specifically requires employers to keep records of the employee. These disciplinary records play a role in determining the sanction metered out to an employee who may be on a valid warning for the same or similar misconduct. Past or expired records are also kept and can be used as aggravating circumstances in a hearing.	Information Sheet	Preview
Fraud	This might entail many things, such as clocking another employee’s clock card, misuse of company records or documents for fraudulent purposes, forging of a signature on a cheque or other document, falsifying medical certificates by changing the dates or changing information on documents to mislead another party or the employer.	Information Sheet	Preview
Incapacity due to ill health or injury	In terms of the code, incapacity on the grounds of ill health or injury may be temporary or permanent. If an employee is temporarily unable to work in these circumstances, the employer should investigate the extent of the incapacity or the injury. In cases of permanent incapacity, the employer should ascertain the possibility of securing alternative employment, or adapting the duties or work circumstances of the employee to accommodate the employee's disability.	Information Sheet	Preview
Insubordination	Gross insubordination is of a serious nature and constitutes conduct which is a complete challenge to the authority of the employer. Any conduct by an employee that poses an unlawful and deliberate challenge to management authority. This would include a refusal to obey lawful and reasonable instructions, cheekiness, rudeness, any sort of rebellious behaviour against the authority of the employer.	Information Sheet	Preview
Intimidation	Intimidation of other employees or third parties in the workplace is a very serious offence, but not always easy to prove, especially when the intimidation takes place during strike action. Intimidation can take place in various such as threats of violence, subtle threats of discipline or retaliation by a senior person, and can be verbal or physical.	Information Sheet	Preview
Negligence in Performing Duties	Employers should make sure that, when charging an employee for negligence or poor work performance, that it is confident that the evidence supports that the act is misconduct and not incapacity. Misconduct means the employee can do the job, but failed to do so for a negligent or intentional reason. Incapacity means the employee cannot perform the functions for various reasons relating to her ability to do so.	Information Sheet	Preview
Resignation before the disciplinary hearing	Employees resign, change their minds, want to withdraw resignations and the employer wants to move on. Had the employee resigned, then the CCMA will not have jurisdiction, so whenever there is doubt, the employer will claim resignation to stay out of the CCMA.	Information Sheet	Preview
Template for Index	A template of an index.	Information Sheet	Preview
The role of the disciplinary code	Not all employers have a disciplinary code of conduct. It is often the small employer that does not have a code of conduct and who employs more informal disciplinary measures. No law requires employers to have a code, however, all employers must comply with the rule test before it can discipline or dismiss an employee. One of the surest ways to ensure that everybody in the employer’s business complies with its rules and that the sanctions for breaking those rules are consistently applied, is adopting uniform standards of rules – called the disciplinary code of conduct.	Information Sheet	Preview
Template for Index	A template of an index.	Template	Preview
Charges against shop stewards	An employer may not dismiss a shop steward for any reason relating to her activities as a shop steward, as this will constitute an automatic unfair dismissal. Employers who want to discipline shop steward must first inform the union thereof and invite the union to consult on the intended charges.	Information Sheet	Preview
Disregard of safety rules	Most employers have the rule that safety cannot be compromised under any circumstances. From the above, it will be deduced that misconduct is the breaking of a rule, regulation, a policy or procedure, or a standard of behaviour in the workplace.	Information Sheet	Preview
Wasting time or idling	This is getting more and more a problem for employers where employees are spending their work time on social media sites or on their phones or play on the internet or watch pornography over the internet in work time. Another example is employees taking extended breaks such as lunch breaks, tea breaks or smoke breaks, gossiping at other’s work stations.	Information Sheet	Preview
Appointment letter of designated EE manager	A letter appointing a Designated Manager in terms of the section 24(1) of the Employment Equity Act No 55 of 1998. Such a Designated Manager will report directly to its employer on all matters relating to, or emanating from the development, implementation and monitoring of the Employment Equity Plan and the chairing of the Employment Equity Forum.	Information Sheet	Preview
Appointment letter of designated EE manager	A letter appointing a Designated Manager in terms of the section 24(1) of the Employment Equity Act No 55 of 1998. Such a Designated Manager will report directly to its employer on all matters relating to, or emanating from the development, implementation and monitoring of the Employment Equity Plan and the chairing of the Employment Equity Forum.	Template	Preview
EE Election form	All Designated Employers are obliged in terms of the Employment Equity Act 1998 to appoint an Employment Equity Consultative Forum where the employer meets with the unions and the employee representatives to consult on all matters of equity and equality, as directed by the Act. These representatives are appointed to represent your employment Equity interest in the Consultative Forum.	Template	Preview
EE Nomination form	All Designated Employers are obliged in terms of the Employment Equity Act 1998 to appoint an Employment Equity Consultative Forum where the employer meets with the unions and the employee representatives to consult on all matters of equity and equality, as directed by the Act. These representatives are appointed to represent your employment Equity interest in the Consultative Forum.	Information Sheet	Preview
EE Nomination form	All Designated Employers are obliged in terms of the Employment Equity Act 1998 to appoint an Employment Equity Consultative Forum where the employer meets with the unions and the employee representatives to consult on all matters of equity and equality, as directed by the Act. These representatives are appointed to represent your employment Equity interest in the Consultative Forum.	Template	Preview
Enforcement of CCMA awards and costs orders	It is the applicant’s duty to ensure that an award she has obtained from the CCMA is enforced. It is not an easy process to follow and to do so, an applicant has to follow the procedure prescribed in the CCMA rules. According to the LRA, the CCMA award is final and binding and may be made an order of the Labour Court if the other party fail to pay or reinstate.	Information Sheet	Preview
Grievance form Stage 1	An information sheet detailing a typical form used when an employee has lodged a grievance and such is investigated and an outcome handed down to ensure fair labour practices within the workplace.	Information Sheet	Preview
Grievance form Stage 1	An information sheet detailing a typical form used when an employee has lodged a grievance and such is investigated and an outcome handed down to ensure fair labour practices within the workplace.	Template	Preview
Grievance form Stage 2	An information sheet detailing a typical form used when an employee has lodged a grievance and such is investigated and an outcome handed down to ensure fair labour practices within the workplace.	Information Sheet	Preview
Grievance form Stage 2	An information sheet detailing a typical form used when an employee has lodged a grievance and such is investigated and an outcome handed down to ensure fair labour practices within the workplace.	Template	Preview
Poor Performance Improvement Programme	The main aim of this policy is to assist managers, Human Resources and employees in the prevention of and the effective management of poor performance. This policy ensures that poor performance is not dealt with as misconduct but as incapacity. Managers must ensure that they, when applying this policy, are not dealing with misconduct.	Information Sheet	Preview
Poor Performance Improvement Programme	The main aim of this policy is to assist managers, Human Resources and employees in the prevention of and the effective management of poor performance. This policy ensures that poor performance is not dealt with as misconduct but as incapacity. Managers must ensure that they, when applying this policy, are not dealing with misconduct.	Template	Preview
Sanctions in a disciplinary hearing	This article looks at the different types of sanctions to impose at a Disciplinary Hearing. The type of sanction always depends on the facts of the case, the seriousness of the case and the mitigating and aggravating factors.	Information Sheet	Preview

Videos (5)Includes training videos, webcasts and online seminars

Title	Description	Type	Actions
001 - Disciplinary Hearing: Chairing and Initiating Disciplinary Hearing	Chairing and Initiating Disciplinary Hearing - This video deals with the introduction in the disciplinary hearing of the parties and the procedure to be followed by the chairman	Webcast	Preview
002 – Disciplinary Hearing: Introduction – Starting with the Hearing	Introduction – Starting with the Hearing. this video sets out the procedural part of the disciplinary hearing and charging the employee.	Webcast	Preview
003 – Disciplinary Hearing: Procedural Elements of the Hearing	Disciplinary Hearing: Procedural Elements of the Hearing. this video will deal with the preliminary issues, exchange of bundles and opening statements	Webcast	Preview
004 – Disciplinary Hearing: Substantive Part of the Hearing	Substantive Part of the Hearing - This video deals with leading evidence and cross examination of witnesses.	Webcast	Preview
005 – Disciplinary Hearing: Presenting the case of the Employer and the Employee	This video deals with the finalisation of the disciplinary hearing and the closing statements	Webcast	Preview

Publications (2)Includes publications

Title	Description	Type	Actions
Chairing and initiating in disciplinary hearing	A comprehensive guide to managers and Human Recourses how to investigate misconduct, charge employees, initiate and chair a disciplinary hearing. It includes topics such as procedural and substantive fairness, schedule 8 of the LRA, progressive discipline, codes of conduct, charges, suspension, preparing for the hearing, how to conduct a hearing, leading and cross examining witnesses, evaluating evidence, making a finding, mitigation and aggravation and sanction.	Publication	Preview
Workplace Discipline and Dismissal	This publication details the process of disciplinary hearings and assisting employers to ensure such hearings are conducted in a procedurally fair manner. A step by step guide to discipline in the work place.	Publication	Preview