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One simple process to follow that'll simplify your disciplinary hearing process!

by , 07 May 2013
Kumba Iron Ore dismissed its workers who went on strike late last year following unsuccessful wage negotiations. Kumba's management says the workers didn't attend their disciplinary hearings. Now, the workers claim they weren't informed of the disciplinary hearings. That's why you need to make sure you issue a notice of a disciplinary hearing if you're holding one to give the employee time to prepare.

Mineworkers' union NUM is holding talks with Kumba Iron Ore about the dismissal of 120 workers.
The reason?
The dismissed workers sent representatives to picket at the National Union of Mineworkers' (NUM) head office in Johannesburg, urging the union to help them get their jobs back, says Fin24.
NUM assured the workers that it is engaging with the company to find a resolution to the issue, but can't act against the current legal process.
The workers were fired in October for not attending disciplinary hearings after a wildcat strike and now want their jobs back.
Even more ironic is that the workers have now approached the union for help, as some workers rejected union representation and instead elected a committee of workers to negotiate for them during the strike, adds Fin24.
A valid reason for not attending a disciplinary hearing?
Now, the spokesperson for the group from Kuruman in the Northern Cape says the reason the strikers didn't attend the disciplinary hearings is that they weren't informed about the disciplinary hearings.
You can prevent a similar case of miscommunication in your company by making your disciplinary process very formal.
One of the best ways to do so is to issue a notice of the disciplinary hearing.
Here's what to include in your notice of a disciplinary hearing…
Because if there's a disciplinary process appeal, the chairperson will check the notice of the disciplinary hearing to check you followed the correct process, says Taryn Strugnell on FSP Business
The notice must be in writing and show you complied with the time period in the disciplinary code as well as show whether the employee asked for a postponement or solid reasons why he can't be there on the day.
This way, you'll be able to prove that the accused has been given a chance to prepare for the disciplinary hearing and defend his case, adds FSP Business

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