1. State the purpose of the policy:
Your disciplinary policy needs to explain that its purpose is to promote harmony in the workplace so as to enhance effectiveness overall. It should also be a guide for managers in taking corrective measures when deemed necessary.
2. Lay out the purpose of discipline:
Discipline is in place to ensure that an orderly environment, whether in the workplace or in society, is maintained. It must stress the importance of all your employees understanding the behavioural norms that are expected of them.
Generally speaking, the purpose of discipline would focus around rehabilitation, deterrence, prevention and retribution.
3. Disciplinary approach
Your disciplinary policy should clearly set out the disciplinary approach to be followed in the workplace.
It should be clearly stated here that any breaking of the rules will not be ignored. It must also consider the disciplinary action of the company as an entirely separate process to even court decisions, should the breaking of any rules result in a criminal charge.
4. List the types of infringements
List the types of infringements and define them. This can be done in general terms.
Move from 'Less Serious Infringements' to 'Very Serious Infringements'. Define what constitutes each one and base it around verbal
warnings, previous warnings, final warnings, disciplinary hearings and dismissals
5. Levels of discipline
Many infringements require a process that passes through various levels.
State what they are in your disciplinary policy.
Level 1 can be a verbal warning, level 2 can be a written warning and so on until dismissal makes up the final level.
6. Corrective procedure
Your disciplinary policy should include this so as to ensure that no levels of discipline are issued before a process is followed first.
This process should state that the superior of the employee must look into the infringement and determine whether or not the employee did in fact commit.
The superior must meet privately with the employee to discuss the accusation and allow him/her to present his/her case.
So there you have it! Some great advice on what to include in your disciplinary policy.
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