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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.

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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.

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