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Follow these five guidelines to draft an effective disciplinary code in your workplace

by , 01 July 2013
Bafana Bafana's hopes of qualifying for next year's World Cup in Brazil have been renewed. This after a decision by world's football governing body FIFA to sanction the Ethiopian Football Federation (EFF) for fielding an ineligible player in their 2014 Soccer World Cup qualifier against Botswana. According to Sport24, the FIFA Disciplinary Committee considered the EFF liable for having breached article 55, paragraph 1 of the FIFA Disciplinary Code and article 8 of the 2014 FIFA World Cup regulations. While Bafana Bafana has welcomed the news, the issue has certainly gone beyond football in terms of highlighting the importance of having a company disciplinary code. Read on do discover five important guidelines you need to follow to draft an efficient a company disciplinary code that has buy in from all your stakeholders.

The match, which was played on June 8 this year and won 2-1 by Ethiopia, has been declared forfeited and awarded 3-0 in favour of Botswana, giving Bafana Bafana renewed hope of qualifying for next year's tournament to be held in Brazil, reports Sport24.

FIFA found the EFF breached rules by fielding a player who should have been on a one-match suspension imposed on him following two cautions received in two different matches. FIFA's disciplinary committee also fined Ethiopia's federation 6 000 Swiss francs ($6 348, adds Sport24.

If you think this is just a football matter, you're wrong.

As an employer, you can't succeed if you don't manage discipline in your workplace. You need to have rules, policies or standards of conduct in place to provide employees with a framework within which they must conduct themselves and behave at work or they'll face disciplinary action.

To do this, you'll need to draft an effective company disciplinary code.

And since a good disciplinary code shouldn't be drawn up and imposed by you and your management team alone, here are five important guidelines you need to follow to draft a code that's inclusive.

Drafting a company disciplinary code? Follow these five guidelines

#1: Draft in consultation. Ensure you draft your company disciplinary code after consultation with your employees or their trade union representative. 'This leads to far better compliance with the code and acceptance of management's right to impose penalties for breach of the code,' says the Labour Law for Managers Loose Leaf Service.

#2: Use simple language. Use clear, simple English and possibly translate into one or two other official languages depending on the size of your business and the language demographic in your company. Make the code easy to read and understand and avoid legal language or jargon.

#3: Custom design your code. Your code should reflect your specific industry or sector needs. Don't simply copy a disciplinary code from another industry.

#4: Make employees aware of potential penalties. Notify employees that thepotential penalties imposed could be different for different offences. This is where you'll take account of the number of times an employee has previously broken the same rule and the seriousness of the offence.

#5: Train managers. You need to train your managers thoroughly on how to manage discipline within their area of responsibility. This includes training on: How to investigate alleged misconduct and how to evaluate the evidence and order it properly.

Using these guidelines when drafting your company's disciplinary code will ensure you draft an efficient code that has buy in from all your stakeholders.

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