TRAINING: DISCIPLINARY PROCEDURES

  1. PURPOSE
  2. PARTIES OBLIGATIONS
  3. COUNSELLING VERSUS DISCIPLINARY ACTION
  4. FORMS OF DISCIPLINE
    • Verbal Warning
    • Written Warning
    • Final Written Warning
    • Suspension without pay (for a limited period)
    • Demotion, as an alternative to dismissal
    • Dismissal
  1. WHEN CAN AN EMPLOYER HOLD A FORMAL ENQUIRY
    • Suspension – Paid
    • Notification to attend a disciplinary hearing
    • Who should be present at the disciplinary hearing?
  1. HOW SHOULD A DISCIPLINARY HEARING BE CONDUCTED
    • Procedure for investigating and preparing for a disciplinary hearing
    • Procedure for chairing a disciplinary hearing
    • Procedure for presenting at a disciplinary hearing
  1. RIGHT TO APPEAL THE CHAIRMAN’S DECISION
    • Procedure
  1. PROCEDURE FOR MANAGING POOR PERFORMANCE
    • Define poor performance
    • Distinguish between poor performance, incapacity, negligence, dereliction of duty and refusal to – obey a reasonable instruction.
    • Manage poor performance
    • Disciplinary or correct poor performance
  1. CONCLUSION                                                                                



All our training is conducted in Cape Town, Johannesburg and Durban.

Contact our head office for the next public training dates or for in-house training:

 Tel: 021 851- 4265 Email: info@hrsupport.co.za