HomeHome SearchSearch MenuMenu Our productsOur products

Follow these guidelines when dealing with offences in your disciplinary code

by , 25 September 2014
A disciplinary code is a written document that describes the steps you'll take when taking disciplinary action against employees who've committed misconduct.

One question that always crops up regarding disciplinary codes is: What's the best way to deal with offences that are in my disciplinary code?

Read on to discover five guidelines you need to follow when dealing with offences in your disciplinary code so you can make sure you discipline employees in a manner that won't land you at the CCMA and cost you thousands.


*********** Advertisement ************
 
Don't let the CCMA rule a disciplinary hearing 'unfair' under your watch

When it comes to chairing disciplinary hearings, you can't afford to make any errors.

If you make one mistake the hearing will be ruled as unfair.

Discover the five steps you need to take to hold a legally compliant disciplinary hearing today

***************************************

Here are five guidelines for dealing with offences in your disciplinary codes
 

Guideline #1: Disciplinary action can range from an informal verbal warning to dismissal (either with or without notice) and can include formal written warnings.

Guideline #2: The aim of a disciplinary penalty/disciplinary action is to correct unacceptable behaviour and conduct.

Guideline #3: Only reserve dismissal for cases where the offence is so serious that it's caused the employment relationship to break down irreparably, or where the employee repeatedly conducts himself in an unacceptable manner.

For example, where disciplinary action hasn't been successful in correcting the behaviour/conduct and you've warned your employee that further misconduct could lead to dismissal.

Guideline #4: When issuing a written warning, you (manager) must decide and specify the period of time for which the warning will be valid, taking into account the circumstances of the case.

Guideline #5: Keep records of any warnings (whether verbal or written) in your employee's personal file.

Following these guidelines will help ensure you deal with offences in your disciplinary codes effectively. This means you'll discipline employees correctly and avoid landing at the CCMA.

For more information on this topic, the Labour Law for Managers Loose Leaf Service is your best bet – so check it out.



Related articles




Related articles



Related Products



Comments
0 comments


Recommended for You 

  Quick Tax Solutions for Busy Taxpayers – 35 tax answers at a glance



Here are all the most interesting, thought-provoking and common tax questions
asked by our subscribers over the last tax year – everything from A to Z!

To download Quick Tax Solutions for Busy Taxpayers – 35 tax answers at a glance click here now >>>
  Employees always sick? How to stop it today



Make sure you develop a leave policy to regulate sick leave in your company.

BONUS! You'll find an example of the leave policy and procedure in this report.

To download Employees always sick? How to stop it today click here now >>>
  Absenteeism: Little known ways to reduce absenteeism



This FREE e-report will tell you how you can reduce absenteeism in your workplace while avoiding the CCMA and without infringing your employees' labour rights.

To download Absenteeism: Little known ways to reduce absenteeism click here now >>>
  7 Health & safety strategies to save you thousands



Don't let a health and safety incident cost you one more cent. Implement these seven
strategies in your company today.

To download 7 Health & safety strategies to save you thousands click here now >>>