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Seven guidelines to remember for all your disciplinary procedures

by , 26 September 2014
You need to have proper disciplinary procedures in your workplace to govern employee behaviour and conduct.

Having proper disciplinary procedures will also ensure you implement discipline in a fair and legal manner so you don't land at the CCMA.

Keep reading to discover seven guidelines our experts believe you must always remember when it comes to your disciplinary procedures.


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Always keep these seven guidelines in mind when it comes to your disciplinary procedures


Experts behind the Practical Guide to Human Resources Management say all disciplinary procedures should:

Guideline #1: Be in writing;

Guideline #2: Specify to whom they apply;

Guideline #3: Allow for matters to be dealt with promptly;

Guideline #4: State the disciplinary actions you may take;

Guideline #5: Specify the authority of each level of management to carry out disciplinary measures;

Guideline #6: Ensure employees know there's a complaint against them and allow them to state their case before you make any decision;

Guideline #7: Make sure no one takes action until your investigation is complete; and

Guideline #8: Make sure dismissal doesn't take place for a first breach of discipline except in the case of gross misconduct. In this case, the penalty will be dismissal without notice or payment in lieu of notice.

Remember the golden rule, reserve dismissal for serious offences.

In this article, we explain that discipline must be progressive. You must use it to correct unacceptable behaviour, not to punish employees. You should only dismiss employees who commit serious offences.

Knowing about these guidelines will help ensure you govern employee behaviour and conduct effectively. But most importantly, you'll implement discipline in a fair and legal manner.

For more information on disciplinary procedures, don't hesitate to check out the Practical Guide to Human Resources Management.
 

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