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Fifa 'bites' back at Suarez! Do the same if one of your employees commits misconduct

by , 30 June 2014
Uruguay striker, Luis Suarez is out of the 2014 World Cup. This after Fifa suspended him from all football-related activities for four months for biting Italy defender Giorgio Chiellini.

In addition to the four-month ban, the 27 year-old got a fine of 100 000 Swiss francs (R1.2 million).

This incident not only has overshadowed a great World Cup, it's put sharp focus on misconduct in the workplace.

Read on to discover the type of offences that constitute misconduct, so you can follow Fifa's footsteps and discipline your employees if they commit any of these acts.

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What offences constitute misconduct?

According to the experts behind the Labour Law for Managers Loose Leaf Service, misconduct is any sort of bad behaviour, delinquency, wrongdoing, transgression, disobedience, indiscretion, negligence and so on. The term is used to describe an employee's bad behaviour.

The experts say there's no complete or definitive list of types of misconduct. But the following is a list of the more common offences committed in the workplace:

  • Assault
  • Theft
  • Unauthorised possession of company goods
  • Fraud
  • Bribery
  • Misrepresentation
  • Clock card fraud
  • False claim forms
  • Failure to follow reasonable instruction
  • Insubordination
  • Threatening conduct
  • Intimidation
  • Sleeping on duty
  • Fighting at work
  • Wilful or negligent damage of company property
  • Reckless driving of company vehicle
  • Unauthorised use of company property
  • Unauthorised absence from work
  • Late coming
  • Deserting one's post or work station without permission
  • Unauthorised possession or consumption of liquor or drugs while on duty
  • Being under the influence of liquor or drugs while on duty
  • Negligence

If your employee commits any of these acts, you can discipline him provided you have a disciplinary code that states that the offence is prohibited.

Remember that in every case of misconduct, there needs to be a rule, norm, standard, policy or practice that an employee, either by an action or by a failure to act, has contravened or broken.

So how do you discipline for misconduct?

The disciplinary sanctions you can apply when it comes to misconduct include:

  • Verbal warnings;
  • Counselling sessions;
  • Reprimanding an employee;
  • Written warnings;
  • Final written warning;
  • Suspension; and
  • Dismissal.

Just remember to reserve dismissal for instances of serious misconduct or repeated misconduct, where less severe sanctions haven't corrected the misconduct.

There you have it. You too can 'bite' back when your employee commits misconduct.

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