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Disciplinary Hearing

  • Never ever make these four mistakes when disciplining an employee...
  • Can you spot the mistakes? Get all the ammunition you need to beat the CCMA Here's how to chair a legally compliant disciplinary enquiry in just five easy steps Dear reader,   Can you spot the mistakes in this example?   Tracey is responsible for making sure the petty cash balances each day. She's never seen the petty cash policy and procedure but it's on... ››› more
  • [26 July 2017]
  • Use this free checklist to correctly present evidence at a disciplinary hearing
  • One of the most important steps of a disciplinary hearing is presenting evidence. It's crucial that you get this process right. It'll go a long way towards ensuring the disciplinary hearing is procedurally and substantively fair. Here's a checklist we recommend you use if you're not sure how to present evidence at a disciplinary hearing. ................................................... ››› more
  • [29 November 2016]
  • Checklist: Eight Requirements for a fair hearing
  • So, you need to have a disciplinary hearing for an employee... But did you know that all disciplinary hearings must be procedurally fair? This means the process you use for disciplining or dismissing an employee must be fair. These processes or procedures include: Giving the employee counselling and prior warnings; Following processes of corrective meetings or disciplinary hearings;... ››› more
  • [16 November 2016]
  • Eight questions to help ensure your disciplinary hearing is fair
  • As an employer, there are bound to be employees whose conduct is just not up-to-standard. And so you may wish to dismiss them. But before you do that, you'll need to hold a disciplinary hearing. What's more is that the entire hearing has to be considered 'fair' according to the law. Because if it isn't, you'll end up in big trouble with the CCMA for an unfair dismissal. And trust me, that's som... ››› more
  • [17 August 2016]
  • Four secret weapons to draft allegations, so you can fire an employee legally!
  • You fired Craig last month for forging a false proof of purchase and stealing. Now he's taken you to the CCMA. You followed the right steps; both substantively and procedurally. You even had a labour lawyer check your documents. But you did this one thing wrong and now you could lose your case. You didn't draft the allegations against him on his 'Notice to Attend the Disciplinary Hearing' ... ››› more
  • [12 August 2016]
  • Never ever make these four mistakes when disciplining an employee...
  • Can you spot the mistakes in this example? Tracey is responsible for making sure the petty cash balances each day. She's never seen the petty cash policy and procedure but it's on the company intranet. You explained the petty cash rules to her a long time ago. Everyone in the company, including Tracey's manager who oversees the petty cash, often borrows money from the petty cash. They use it... ››› more
  • [28 June 2016]
  • Two tips to describe allegations against a group of employees
  • Describing your allegations against an employee during a disciplinary hearing, is the first and most important step when disciplining him. But what if you're dealing with a group of employees? How would you deal with a situation like that? To help you understand what you must do in a situation like this, here's a actual labour case along with two tips... *****ADVERTISEMENT***** Everythi... ››› more
  • [18 May 2016]
  • I've drafted incorrect allegations for the disciplinary hearing! What can I do?
  • As you already know, when disciplining an employee you must always ensure you hit the nail right on the head when it comes to describing the allegations against him. So, you need to ensure the allegations you make in the disciplinary notice accurately describe what the employee actually did wrong, so that when the disciplinary hearing comes your employee could have prepared their case, and you ... ››› more
  • [17 May 2016]
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