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Dismissing an employee? Make sure you're not guilty of these two types of inconsistencies

by , 05 September 2014
Do you know why most employers end up at the CCMA?

They fail to handle dismissals in a fair and legal manner. And in most cases, they're guilty of two types of inconsistencies.

Read on to find out what these inconsistencies are so you can ensure you're not guilty of them when dismissing an employee.

When it comes to dismissals make sure you're not guilty of these two types of inconsistencies and acting unfairly towards your employees

#1: Historical inconsistency

This is where you don't normally take action against employees for breaking a particular rule, but then take disciplinary action at a later stage without telling employees you're now going to enforce the rule.

For example, you always let employees take stationery home, but then you start disciplining employees who you catch taking items home. This doesn't mean you can't enforce your rule, but you must give employees appropriate notification that you're entitled to, and will start to take action in future.
There's one more inconsistency you must avoid.

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#2: Contemporaneous inconsistency

This is when you treat employees differently when they've committed the same or similar offences at the same time. It's also when you discipline two people who've committed the same offence, but give them different penalties.

For example, you catch both John and Mark smoking in your non-smoking area. You give John a verbal warning, but you give Mark a written warning. This is automatically unfair because you're treating the same offence differently.

Here's our advice to you regarding dismissal

Avoid these two inconsistencies and makes sure you always act consistently when you dismiss employees. Always follow your disciplinary code or policy for disciplinary measures so you aren't caught acting unfairly, says the Labour Law for Managers Loose Leaf Service.

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