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Fifa's disciplinary action against Suarez highlights the importance of having a disciplinary code

by , 30 June 2014
Last week, Fifa banned Uruguay striker, Luis Suarez for nine international matches and four months. This after a disciplinary inquiry found him guilty of biting an Italian defender during a World Cup game in Brazil.

Not only does the sanction mean Suarez will miss the rest of the World Cup, but he'll also miss the first nine games of the Premier League season and three Champions League matches.

The latest development is that the Uruguayan Football Association says it'll appeal 'the excessive decision'.

One of the biggest lessons you can take from this incident is the importance of having a disciplinary code in place.

Read on to find out more...

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Here's why you NEED to have a disciplinary code in your workplace

You can't afford not to have a disciplinary code or policy in your workplace.

According to the Labour Law for Managers Loose Leaf Service, a disciplinary policy sets out the procedures and rules you'll follow when disciplining employees.

As an employer, you have a right to set rules in your workplace and expect employees to comply with them. If they don't, the policy should set out, as far as possible, the consequences of not doing so.

In the Luis Suarez matter, Fifa said in its statement: 'The disciplinary committee found that the player breached article 48, paragraph one of the Fifa disciplinary code and article 57 of the Fifa disciplinary code, which is an act of unsporting behaviour towards another player.'

If the football governing body didn't have a disciplinary code, it would have found it difficult to take action against Suarez.

If you don't outline what you allow and don't allow, your employees will simply plead ignorance (rightly so) when you tell them they did something wrong.

So make sure you have a disciplinary code in your workplace so you and your employees will have a framework on how your company manages disciplinary issues.

The code will also ensure that while dealing with discipline, you stick to your obligations to be fair, and avoid the risk of disputes.

If you need more information on how to develop a disciplinary code, be sure to check out the Labour Law for Managers Loose Leaf Service.



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