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Do you know what the first step of disciplinary action is?

by , 22 August 2014
Your employees are human and they will commit acts that require you to take disciplinary action.

While it's never pleasant to take action against employees, you must implement discipline fairly and in a legal manner. If you fail to do this, your employee will go to the CCMA and claim unfair labour practices.

We know you're not prepared to take that risk. So read on to discover the first step of disciplinary action so you'll implement discipline in a manner that won't land you at the CCMA.


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THIS is the first step of disciplinary action


A verbal warning's the first step of disciplinary action, say the experts behind the Labour Law for Managers Loose Leaf Service.

The experts go on to say that you'd generally give this informally to individual employees for specific acts of less serious misconduct. For example, late-coming, dressing inappropriately and using bad language, etc.

A verbal warning is essentially a friendly reminder that if your employee carries on with the misconduct, you'll take more serious action.

It reminds your employee of the rule and is there to correct behaviour, it isn't to punish him.

Experts at the Labour & HR Club say, always remember that discipline is the maintenance of proper conduct and work performance in the workplace via a system of clearly defined rules and standards. And it's more of a corrective action – it must tell your employee what he's doing wrong and show him the right way.

One last thing, while a verbal warning is for a less serious offence, you must record it in your employee's personal file for future reference.

Now that you know the first step of disciplinary action, implement discipline fairly and in a legal manner.
 


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