Appropriate Penalty (Sanction)

Once the chairman has decided that the employee is guilty, and after hearing any representation that the employee may wish to make on the question of an appropriate sanction, it’s the chairman’s duty to decide what sanction to impose.

The more important factors to consider are:

• The employer’s disciplinary code.
• The Code of Good Conduct in Labour Relations Act.
• The previous disciplinary record of the employee, his length of service, his personal circumstances etc.
• How the employer has treated similar offences in the past.
• The effect of the employee’s conduct on the relationship of trust between the employer and the employee.
• Alternatives to dismissal.