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Make sure your disciplinary action fits the behaviour that triggered

by , 08 February 2013
In an ideal world, employees would always behave correctly and you'd never have to take disciplinary action against them. Unfortunately, the real world is an entirely different kettle of fish. New disciplinary cases are taken to court each day, with managers often struggling to choose a disciplinary action that best suits the misbehaviour that triggered it. Here's a way to minimise and simplify the disciplinary action your business takes against employees.

People have been doing a great job of getting themselves into trouble by making derogatory comments on Facebook lately.
 
In the latest case, AfriForum's youth branch at the North West University's Potchefstroom Campus has laid a hate speech complaint against the SA Students' Congress campus chairperson, Jason Mfusi, for starting a race row on Facebook, says IOL.
 
Mfusi allegedly commented on his Facebook page that 'a good farmer is a dead farmer,' reports iAfricas.
 
In his defence, Mfusi said it's what his grandfather always says.
 
But that's no excuse for hate speech.
 
Disciplinary action will now be taken against Mfusi.
 
Make sure the disciplinary action fits the behaviour that triggered it
If you're dealing with a similar case of 'employee bad behaviour', remember that the Labour Relations Act says your main reason for taking disciplinary action is to correct the behaviour and not simply to punish an employee, states FSP Business.
 
So you must be clear about what the employee is doing wrong and how he should behave correctly.
 
To do this, you'll need to make sure you draw up a fair, consistent and clear disciplinary policy that outlines how you'll deal with any offences or misbehaviour.
 
Then go through the disciplinary policy with your employees, so they know how to behave correctly right from the start.
 
That's an easy way to minimise and simplify the disciplinary action your business takes against employees.
 


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