There's a way you can dismiss
him for not listening to you. It's progressive discipline and here's how to use it….
How to deal with unacceptable workplace behaviour
As an employer or manager of staff, one of your most important tasks is to encourage and maintain a productive, positive and healthy working environment. To successfully achieve this balance, you need to set clear expectations for the performance and behaviour of your workers.
You also need to be able to identify behaviour that is in breach of your workplace standards and to respond swiftly to inappropriate behaviour and misconduct.
And with this 78–page e-Report
you'll know exactly what behaviour constitutes misconduct and we'll even give you clear guidelines on how you should effectively bring an end to employee's bad behaviour…
5 Steps to get rid of an employee who ignores you
The first step is to verbally reprimand him. But since you've already covered this by asking him repeatedly to stop this behaviour. You can move on to step 2.
Just keep detailed notes on file about the conversation, in case you need to take further action.
Step 2. Give him a written warning
If you catch him again, give him a written warning. You can classify his behaviour as not listening to your reasonable and fair instruction. Tell him if you catch him on Facebook at work again you'll give him a final written warning. Explain that if he doesn't stick to your rules, and stop messing about on Facebook during office hours, you can and will dismiss
Put a copy of the warning in his personnel file. Get him to sign it so he's completely aware of what you're saying.
Step 3. Still ignoring you? Still catching him on Facebook? Give him a final written warning
And now, if you catch him again, you can give him a final written warning
. Include copies of the previous warnings. Include a time frame that says if you catch him again within 6 months, for example, it will lead to dismissal.
Read on for the next 2 steps in progressive discipline and how to use them when your employee just won't get off Facebook!
Don't let the CCMA rule your disciplinary hearing decision 'unfair'…
When it comes to chairing disciplinary hearings, you can't afford to make any errors. If you make one mistake, the hearing will be ruled unfair.
And the CCMA deems one out of every three dismissals
We know you have more important things to do with your time than prove yourself to a guilty employee at the CCMA... That's why we've teamed up with four leading labour experts to help you plan exactly what you have to do when chairing a hearing to ensure no-one can accuse it of being unfair or biased.
5 Steps continued….
So… It's 2 days later and you catch him again. It's time to put an end to this relationship…
Step 4. Set up time to explain you're terminating the employment
Notify HR if you don't have final firing authority. Show them all the proof you have – and set up time for a disciplinary hearing.
Step 5. It's time to set the employee free – formally terminate his employment
Only after you take all these steps, and have a disciplinary hearing, should you go ahead with firing your employee. This way you'll know you gave him every chance to listen to you and give up his addiction to Facebook on your time.
And, as long as you document your entire progressive discipline process, you'll be safe against any unfair dismissal claims from this serial Facebooker! And just remember: There's no minimum time frame here – if you catch your employee 5 times in one day, you can start and finish this process in 24 hours!
You need to make sure your employees aren't wasting your valuable time on Facebook… Use our social media policy