{"product_id":"disciplinary-procedures-pack","title":"Disciplinary Procedures - Pack South Africa","description":"\u003cp style=\"text-align: center;\"\u003e\u003cstrong\u003eDISCIPLINARY \u0026amp; GRIEVANCES POLICIES \u0026amp; PROCEDURES PACK SOUTH AFRICA\u003c\/strong\u003e\u003c\/p\u003e\n\u003cstrong\u003eSummary \u003c\/strong\u003eA business that employs staff may use Disciplinary Procedures forms and documents when implementing of the company’s disciplinary \u0026amp; grievances procedures.\n\n\u003cstrong\u003eWho should use Disciplinary policies, procedures and forms ? \u003c\/strong\u003eIf your business employs staff it is recommended that the company implement procedures and forms for disciplining staff. In this way the company and its employees are aware of the process that needs to be followed, and the forms that need to be used during disciplinary procedures.\n\n\u003cstrong\u003eWhat does the Disciplinary Procedures Pack consist of? \u003c\/strong\u003eThis bundle consists of the following documents:\n\u003cul\u003e\n \t\u003cli\u003e\u003ca href=\"http:\/\/agreementsonline.co.za\/agreements\/disciplinary-grievance-policy\/\"\u003eDisciplinary \u0026amp; Grievance Policy\u003c\/a\u003e\u003c\/li\u003e\n \t\u003cli\u003e\u003ca href=\"http:\/\/agreementsonline.co.za\/agreements\/warning-letters-forms\/\"\u003eWarning Letter templates\u003c\/a\u003e\u003c\/li\u003e\n \t\u003cli\u003e\u003ca href=\"http:\/\/agreementsonline.co.za\/agreements\/notice-of-suspension\/\"\u003eNotice of Suspension\u003c\/a\u003e\u003c\/li\u003e\n \t\u003cli\u003e\u003ca href=\"http:\/\/agreementsonline.co.za\/agreements\/notice-disciplinary-enquiry\/\"\u003eNotice of Disciplinary Enquiry\u003c\/a\u003e\u003c\/li\u003e\n \t\u003cli\u003e\u003ca href=\"http:\/\/agreementsonline.co.za\/agreements\/notice-disciplinary-hearing-decision\/\"\u003eNotice of Disciplinary Enquiry Decision\u003c\/a\u003e\u003c\/li\u003e\n \t\u003cli\u003e\u003ca href=\"http:\/\/agreementsonline.co.za\/agreements\/notice-appeal-disciplinary-decision\/\"\u003eNotice of Appeal against a Disciplinary Decision\u003c\/a\u003e\u003c\/li\u003e\n \t\u003cli\u003e\u003ca href=\"http:\/\/agreementsonline.co.za\/agreements\/notice-disciplinary-decision-following-appeal\/\"\u003eNotice of Disciplinary Decision following an Appeal\u003c\/a\u003e\u003c\/li\u003e\n \t\u003cli\u003e\u003ca href=\"http:\/\/agreementsonline.co.za\/agreements\/disciplinary-enquiry-report\/\"\u003eDisciplinary Enquiry Report\u003c\/a\u003e\u003c\/li\u003e\n \t\u003cli\u003e\u003ca href=\"http:\/\/agreementsonline.co.za\/agreements\/staff-grievance-form\/\"\u003eStaff Grievance Form\u003c\/a\u003e\u003c\/li\u003e\n\u003c\/ul\u003e\n\u003cstrong\u003eWhat do you need to do to use the Forms?\u003c\/strong\u003e\n\u003cul\u003e\n \t\u003cli\u003eRead the template documents, and adapt them for your requirements, where applicable.\u003c\/li\u003e\n \t\u003cli\u003eDistribute the Policy and documents to managers for use when instituting disciplinary procedures.\u003c\/li\u003e\n \t\u003cli\u003eEnsure the Policy is available to all staff.\u003c\/li\u003e\n\u003c\/ul\u003e\nFeel free to browse the Policies \u0026amp; Procedures category on our website for more sample employment policy \u0026amp; procedure templates.\n\nAlso viewed: \u003ca href=\"http:\/\/agreementsonline.co.za\/agreements\/comprehensive-policies-procedures-employment\/\"\u003eComprehensive Policies \u0026amp; Procedures of Employment\u003c\/a\u003e\n\u003ch3 data-pm-slice=\"1 3 []\"\u003e\u003cstrong\u003e\u003cspan data-color=\"var(--purple-10)\"\u003eWhy are Disciplinary and Grievance Policies and Procedures Important?\u003c\/span\u003e\u003c\/strong\u003e\u003c\/h3\u003e\n\u003cul\u003e\n \t\u003cli\u003e\u003cspan data-color=\"var(--purple-10)\"\u003e These process and procedures are related to disciplinary actions and grievances in the workplace and it covers various topics such as verbal warnings, written warnings, disciplinary hearings, unfair dismissal claims by and employee, gross misconduct by an employee, poor work performance of an employee, informal discussion with management or an employer, previous warnings given to such employee, ill health of an employee, appeal hearing, investigation process, dismissal procedures and more. The aim of the disciplinary and grievance procedures is to ensure that a company or business is treating staff fairly and ensures procedural fairness across the board.\u003c\/span\u003e\u003c\/li\u003e\n \t\u003cli\u003e\u003cspan data-color=\"var(--purple-10)\"\u003eAll employers must make their employees aware of their disciplinary and grievance procedures, disciplinary code, the internal formal process and full disciplinary procedure.\u003c\/span\u003e\u003c\/li\u003e\n \t\u003cli\u003e\u003cspan data-color=\"var(--purple-10)\"\u003eDisciplinary procedures are a set of formal steps that employers must follow when an employee's behavior or performance falls below an expected standard and can lead an employee to face disciplinary action under their contract of employment, for example in cases of poor work performance. The purpose of a disciplinary procedure is to conduct an investigation and consider all the evidence, such as a verbal warning, as well as to give the employee the opportunity to improve their behavior or performance within a reasonable time before any formal disciplinary action is taken or disciplinary decision is made for which potential consequences of the final decision include suspension of the employee with full pay, suspension of the employee with no pay, final warning, final written warning dismissal, dismissal, summary dismissal or any further action decided by the employer.\u003c\/span\u003e\u003c\/li\u003e\n \t\u003cli\u003e\u003cspan data-color=\"var(--purple-10)\"\u003eThe disciplinary process typically starts with an investigation and a disciplinary enquiry is launched into the employee's behaviour and alleged misconduct, specific disciplinary procedure, which is generally a company's own procedure, is followed during which the employer gathers evidence and speaks to witnesses, collecting witness statements form other employees involved and all other parties involved, this is partly to establish proof of things such as gross negligence or serious misconduct on the side of the employee concerned and to determine whether the employee's behavior or performance resulted in unacceptable behaviour\/ gross misconduct and in contrast with the employer's disciplinary code . If the investigation finds that the employee has engaged in gross misconduct or bad performance, the employer may choose to initiate formal disciplinary hearing and formal disciplinary action may be taken.\u003c\/span\u003e\u003c\/li\u003e\n \t\u003cli\u003e\u003cspan data-color=\"var(--purple-10)\"\u003eAn employee may seek advice from a labour relations agency or relevant labour relations act. They may also do their own investigation and present evidence collected during that process.\u003c\/span\u003e\u003c\/li\u003e\n \t\u003cli\u003e\u003cspan data-color=\"var(--purple-10)\"\u003eEmployers should ensure that all verbal warning given to an employee are noted down an kept record of in case disciplinary action is taken at a later stage as it may be useful in the investigation.\u003c\/span\u003e\u003c\/li\u003e\n \t\u003cli\u003e\u003cspan data-color=\"var(--purple-10)\"\u003eThe formal disciplinary process usually involves a disciplinary meeting or disciplinary hearing in line with the disciplinary code, where the employee has the opportunity to respond to the allegations against them and may also present mitigating circumstances to the employer for the employee misconduct. The employee may also be entitled to have a trade union representative or colleague present at the meeting. If the employer decides to take formal action, the employee may receive a verbal warning, written warning, a final warning, a final written warning, or face dismissal as a result of the disciplinary hearing.\u003c\/span\u003e\u003c\/li\u003e\n \t\u003cli\u003e\u003cspan data-color=\"var(--purple-10)\"\u003eIt is important that employers follow a fair procedure when calling for a disciplinary procedure and taking disciplinary action against an employee as this can limit the liability an employer carries and can be seen as a form of progressive discipline leading to a constructive dismissal, also known as a fair dismissal. This includes giving the employee the opportunity to respond to the allegations against them, allowing them to be accompanied by a trade union representative or colleague so as to ensure a fair hearing, and ensuring that any sanction imposed during the disciplinary hearing, such such a verbal warning, written warning or dismissal of an employee is an appropriate sanction to the misconduct or poor performance.\u003c\/span\u003e\u003c\/li\u003e\n \t\u003cli\u003e\u003cspan data-color=\"var(--purple-10)\"\u003eA Disciplinary meeting and disciplinary action must also abide by the statutory minimum disciplinary procedures.\u003c\/span\u003e\u003c\/li\u003e\n \t\u003cli\u003e\u003cspan data-color=\"var(--purple-10)\"\u003eIf an employee feels that they have been unfairly dismissed, they may have the right to make an unfair dismissal claim to an employment tribunal. In such cases, the employer will need to show that they followed a fair process and that the dismissal was for a valid reason.\u003c\/span\u003e\u003c\/li\u003e\n \t\u003cli\u003e\u003cspan data-color=\"var(--purple-10)\"\u003eOverall, it is important for employers to have clear disciplinary codes and employment policies in place, to ensure that formal disciplinary procedure is followed during a disciplinary meeting and to follow good practice when dealing with disciplinary matters to ensure that all employees are treated fairly and reasonably.\u003c\/span\u003e\u003c\/li\u003e\n\u003c\/ul\u003e\n\u003cstrong\u003eThe Online Agreements Shop cc and its members, staff, legal advisers, partners and consultants, agents and any person associated therewith cannot be held liable for any loss or damage that is incurred or may be incurred by any person as a direct or indirect result of the use of this website or any document or information contained on or obtained from this website, nor as a result of anything that is contained in or left out of any document.\u003c\/strong\u003e","brand":"Agreements Online","offers":[{"title":"Default Title","offer_id":59164053274764,"sku":"AO-4108","price":1134.26,"currency_code":"ZAR","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0793\/0750\/5804\/files\/Disciplinary-Procedures-Pack-1.jpg?v=1789524869","url":"https:\/\/agreementsonline.co.za\/products\/disciplinary-procedures-pack","provider":"Agreements Online","version":"1.0","type":"link"}