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Revealed: The secret to preventing 'GuptaGate'-style disciplinary action

by , 20 May 2013
After all the bribes in their favour, the African National Congress (ANC) has agreed to institute disciplinary proceedings against businessman Atul Gupta. If the disciplinary action doesn't go his way, Gupta could be expelled from the party. But you shouldn't automatically jump to this step if you're facing a case of disciplinary action in your own company for poor performance. Here's one way to limit most forms of misconduct in your company if you're drafting a disciplinary policy or code.

ANC branch secretary Tebogo Khaas, has instituted disciplinary action against businessman Atul Gupta over the recent 'GuptaGate' scandal at the Waterkloof Air Force base, says EyeWitnessNews
That's because Khaas believes the act of landing a privately chartered plane carrying almost 200 guests for a Gupta wedding at the military air base without following proper procedures has brought the ruling party into disrepute.
Now, Khaas wants to expel Gupta for this misconduct.
You'll need to implement disciplinary action for the following forms of misconduct
If you're unsure of whether similar behaviour by your employees counts as misconduct or not, remember that the Labour Law for Managers Loose Leaf Service defines misconduct as 'any sort of bad behaviour, delinquency, wrongdoing, transgression, disobedience, indiscretion and negligence.'
That's why you need to put a disciplinary code in place in your workplace.
The best way to get buy-in from your employees on your disciplinary code…
The best way to ensure your employees stick to your disciplinary code is to involve them from the start.
This means you should opt for a joint consultation and consensus-seeking process by involving your employees' trade unions or representatives, to ensure everyone has a clear understanding of what counts as misconduct and could lead to disciplinary action, adds FSPBusiness.
This means you shouldn't just mention how the disciplinary process is followed, but spell out the specific consequences for different offences. 
By getting your employees' input on this, you'll have a set procedure to follow and won't be guessing whether the punishment fits the crime when there IS a case of misconduct. 

57 ready-to-use contracts, policies and forms for every employee situation, instantly downloadable right now!

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