Introduction

Disciplinary hearings could be quite simple.

“Normally, the employer should conduct an investigation to determine whether there are grounds for dismissal. This does not need to be a formal enquiry. The employer should notify the employee of the allegations using a form and language that the employee can reasonably under Start. The employee should be allowed the opportunity to state a case in response to the allegations. The employee should be entitled to a reasonable time to prepare the response and to the assistance of a trade union representative or fellow employee. After the enquiry, the employer should communicate the decision taken, and preferably furnish the employee with written notification of that decision.”

Read in isolation this does appear as if a very simple, informal, the investigation will suffice. The process needs however to be procedurally and substantively fair.

The guidelines in this book and the accompanying video would assist in ensuring a procedurally and substantively fair process.

Klik hier om meer te leer oor dissiplinêre verhore.

Click here to view an explanation regarding discipline in the workplace