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2 Types of workplace negligence and how to deal with them correctly

by , 12 April 2016
In working for you, your employees offer up their skills and services. They're expected to use those skills, and carry out those services, with diligence and attention.

But the sad reality is that this behaviour doesn't happen as often as you'd like it to. Negligence can very easily creep its way into your workforce. And it often does!

It can have very negative effects on your business, with accidents occurring more often and overall productivity dropping. And so you need to deal with it effectively when it happens.

But how exactly do you do that? What are the appropriate sanctions? The term 'negligence' itself isn't clear cut. So where do we start?

In this article, we'll look at the 2 types of workplace negligence, and what the appropriate sanctions for them are. In learning this, you'll be able to effectively deal with workplace negligence in a legally complaint manner.

Let's take a look...

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Type#1: Negligence

Plain-old negligence is considered to be less serious than the type to follow, namely gross negligence.

The distinction between the 2 lies in the fact that, with negligence, there's very little or no actual loss to the company, because of your employee's act or failure to act.

Even if the loss is serious, the employee couldn't have fully understood the seriousness of his actions.

What are the appropriate sanctions?

·         1st incident: Warning:
·         2nd incident: Final written warning; and
·         3rd incident: Dismissal

Type#2: Gross negligence

Gross negligence is the complete failure, by the employee, to carry out his duties with diligence and care, which results in a big loss to your company.

NOTE: Senior employees hold a lot more responsibility, and so their degree of negligence could be a lot greater than a regular employee.
 
What are the appropriate sanctions?

·         1st incident: Dismissal, unless certain factors such as length of service, a clean disciplinary record and a sense remorse can be proven, which would then result in a final written warning.
 

*To learn more on workplace negligence, page over to Chapter N 01 in your Labour Law for Managers handbook.

Alternatively, click here to order your copy of this fantastic labour resource today. 


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