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Three situations when you can discipline your employees for not complying with health and safety rules

by , 27 June 2014
Health and safety is a team effort. You and your employees have to work together to make your workplace a safe one.

So what can you do if you think you've done everything to make your employees comply?

This, unfortunately, is where you have to get tough. You'll need to discipline your employees according to your disciplinary code.

Here are three situations where you may have to do this...

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Do you employ five or more employees?
If your company employs five or more employees, it must meet the minimum first aid requirements.

If your employees won't follow health and safety rules, you need to discipline them

Your disciplinary code is the best way to ensure your employees follow the rules. This applies to dress code, social media and even health and safety rules.
Where ever possible, try to avoid the disciplinary process. In these three situations though, you may have to discipline your employees:
If your employees keep 'losing' their PPE, it could be that they're selling it. You can't make your employee pay for the PPE at first. But you can use your disciplinary process to stop the problem. 
Situation 2: If your employees refuse to attend OHS training 
The OHS Act says your employees have to have training. If they refuse to go to their training, then they're refusing to comply. 
Situation 3: If their behaviour puts others in danger 
But you have to ensure your disciplinary code is legal...
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Your 1 527 health and safety duties as an employer
When was the last time you checked what disinfecting agents and cleaning materials your company uses? 
Do you comply with the Hazardous Chemical Regulations? 
There are over 1 500 items you must evaluate in your workplace according to the OHS Act and hundreds more from SABS 0400: National Building regulations. 
Health and safety laws apply to EVERY company, if you have more than 20 employees you have even greater obligations.

Ensure your disciplinary code is legal so it supports your health and safety rules

For your disciplinary code to be legal, you must ensure all of your employees have seen it, read it and signed it. 
If they haven't, it means they haven't agreed to your terms of employment.
So ensure they've signed on the dotted line so you can enforce your health and safety rules.

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