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Have you trained your managers on how to manage discipline? If not, train them in these five areas

by , 22 August 2014
Experts at the Labour & HR Club say discipline is the maintenance of proper conduct and work performance in the workplace via a system of clearly defined rules and standards.

It's important that you train your managers on how to manage discipline.

They are, after all, the ones who deal with employees first hand and they are even sometimes victims of employee misconduct. It's important that they know exactly what to do so they can act in a legal manner. So make sure you train them in these five areas.


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You need to train your managers on how to manage discipline within their divisions


You must train your managers on how to:

#1: Investigate alleged misconduct. You must ensure they're aware of offences that constitute to misconduct like:
 
  • Theft;
  • Unauthorised possession of company goods;
  • Fraud;
  • Bribery;
  • Misrepresentation;
  • Clock card fraud;
  • False claim forms;
  • Failure to follow reasonable instruction;
  • Refusal to follow reasonable instruction;
  • Insubordination;
  • Threatening conduct;
  • Intimidation;
  • Sleeping on duty;
  • Fighting at work;
  • Assault;
  • Willful or negligent damage of company property; and
  • Reckless driving of company vehicle.
 
#2: Gather evidence. For example, witness statements, documents, real evidence, e.g. the hammer used in the assault.

#3: Evaluate the evidence and order it properly;

#4: Present the case against the alleged offender; and

#5: Chair a disciplinary enquiry fairly.

Make it clear to them that disciplinary hearings must be effective, fair and legally compliant. And that if they don't do this, it could lead to employees going to the CCMA to claim unfair dismissal.

There you have it. It's not enough to have rules when it comes to discipline. You must also train your managers on how to manage discipline.

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