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Three reasons you should discipline your employee during his notice period...

by , 25 September 2013
Your employee's just resigned. He's given you a month's notice. But now he's messing up on a key client, and you can't take action because he's leaving, right? Wrong! You can still discipline an employee during his notice period... And you should!

Keep reading to find out why you should discipline an employee even after he resigns...
 
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There are only three reasons you can fire an employee that the CCMA will consider 'fair'…
 
But there are hundreds of reasons you can fire an employee that's automatically 'unfair'!
 
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Three reasons you should discipline your employee during his notice period...

1. You believe it's the right thing to do and want to set an example that no matter what you'll take action against an employee for misconduct.
2. You want any guilt you find in a disciplinary hearing to support any criminal charges you want to lay against him. Or you could even want to boost your chances of suing him in civil court for compensation for any loss or damage he causes you.
 
 
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Three reasons you should discipline your employee during his notice period... Continued
 
3. If you conduct the disciplinary hearing, you find he's guilty and dismissal's the right sanction, you can dismiss the employee without having to pay out his notice period. Just be careful on this though – you need to stick to your disciplinary code and make sure dismissal's the correct action.
 
Remember, apply the normal rules for a hearing, even though he's resigned. You must still send him a written notice to attend a disciplinary enquiry. It's up to him if he decides to attend or not. If he doesn't pitch up, you can continue in his absence. 


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The DoL is now TWICE as likely to knock on your door…

The DoL has upped the inspections on Employment Equity and every company needs to take notice…Find out how you can be prepared if the DoL comes knocking…
 
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Just make sure you do this before the notice period expires. 
 
Until next time,
 
Taryn
 
P.S Do you know how to safeguard your rights as an employer? Don't lose at the CCMA on a technicality…  Make a dismissal stick even if it goes to the CCMA. Simply click here, for your own benefit, to see how you can successfully effect dismissals that are 100%
 

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