It is important to ensure that disciplinary processes in business are well understood and implemented correctly. The implications for the business if they are not are substantial. Consequently, to make sure that due process is performed and that you achieve the outcome that you require, make sure that you have a good understanding of all aspects of the process.
- Disciplinary hearing proceedings, documentation and Confidentiality
- The role and importance of policies, procedures and codes of conduct
- The Notice of Disciplinary hearing
- Deciding on the charge(s) and Compiling the Charge Sheet
- The formal Hearing Process
- Participants in the hearing and their Roles & Responsibilities
- Who should be the Chairperson?
- Employee Representatives
- Preparation of Witnesses
- Dealing with non-appearance
- Presenting your case
- Facts and Evidence in disciplinary hearings
- Witness Statements and cross-examination
- Deciding on the verdict
- Mitigating and Aggravating circumstances
- The disciplinary action to be taken and the reasons
- When can you dismiss?
- Dismissal and Summary Dismissal
- The counseling process
- The process for not guilty verdicts
- Notice periods, Suspension and Appeals
- Recording of proceedings and records
- The Final Report and Hearing Minutes
- Procedural and Substantive fairness
- Unfair dismissal and unfair labour practice disputes
- Con-Arb in terms of Section 191
- CCMA Rules
- Practical exercises and role plays
And much more!
WHO SHOULD ATTEND
- HR Managers and staff
- Line managers
- Team leaders
- Union representatives
- Anyone else required to conduct disciplinary hearings
- Ensure substantive and procedural fairness in all proceedings
- Understand all the necessary documentation requirements for hearings
- Understand the role of all parties
- Ensure full understanding of all aspects of the disciplinary process
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