It's critical for you to ensure your discipline and dismissal process is procedurally fair.
Within this process, you'll need to give the employee notice before the charge and investigation.
In other words, after you've collected all the evidence, you must give out a 'charge sheet', in writing, for the employee to attend a disciplinary enquiry.
Having said that, here are 10 things your 'charge sheet' must include:
The date, time and place of the disciplinary enquiry so the employee time to prepare his defence. Give him AT LEAST 24 hours' notice of the enquiry. But try give him more time, if possible.
Give the charges laid against the employee in a language which he can understand. Detail the charges adequately so he can prepare accordingly.
nclude your rights to proceed against the employee for any other misconduct which may come about later along the line.
Specify who the Chairperson will be.
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Tell the employee that he can have representation at the enquiry. This can be either a trade union representative or an employee off his choice.
Let the employee know that he'll have a chance to defend himself. Let him know he can:
Cross-examine any witness who brings evidence against him;
Look at any documentary evidence you have against him; and
Call forward his own witnesses.
A notice stating the employee should let you know:
Which witnesses he'll call forward;
Who his representative will be; and
If he'll require an interpreter.
A notice stating that, if he doesn't come to the enquiry without a valid reason, it will proceed anyway.
State that, if the notice doesn't give him adequate time to prepare, he must let you immediately.
Phrase the charges clearly so the employee knows exactly what you're accusing him of.
Those were 10 things to include in your 'charge sheet'.
Keep in mind that the notice period is not set as each case's circumstances are different.
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