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Are you about to issue a disciplinary warning? If so, did you first follow this procedure?

by , 09 October 2015
So, one of your employees comes to work late without any understandable reason.

Depending on your company's policy, you could either give her a verbal or written warning.

But before even thinking of issuing a disciplinary, you must follow these nine steps:

Make sure the employee is guilty of the offence.
Meet up privately with the accused employee and explain the accusation. Ensure she understands it.
Give her a chance to present her side of the story and carefully consider it.

Fact: The CCMA doesn't care why you dismissed an employee... It only wants to know if you dismissed him fairly
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Carry out further investigations.
Make a decision, based on the facts, whether she's guilty or not.
You must inform the employee of your decision and provide adequate reasons for it.
Let the employee know exactly what's expected of her in future. Also let her know what measurements you'll take to monitor her in ensuring that she meets the requirements.
Look into any assistance you can give her in order for her to overcome any potential obstacles in terms of achieving the requirements.
Issue a warning to the employee an official warning.
Those were nine steps that you should follow BEFORE issuing a disciplinary warning.
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