HR Solutions
www.hrez4u.co.za
CHAIRING A DICIPLINARY ENQUIRY
Facilitated By: Colin Heads – Head of Employee Relations
THE OBJECTIVES OF THIS WORKSHOP:
This programme will equip you to chair disciplinary enquiries fairly and in line with your organisation’s Disciplinary Code and Procedure and the requirements of South African Labour Law.
This workshop is designed to give detailed insight into discipline in the workplace and how to effectively and professionally chair a disciplinary enquiry within your organisation. The workshop focuses on how to conduct disciplinary enquiries in line with the principles of fairness and equity as envisaged by the Labour Relations Act and associated good practice.
WHO SHOULD ATTEND:
Managers, Supervisors, members of the Human Resources Department or any representative within an organisation that will be required to chair disciplinary enquiries.
LENGTH OF WORKSHOP:
This is a one and half day workshop – start and end times per day can be flexible and in line with client’s operations.
VENUE:
This workshop can be run virtually or in house at client’s premises.
ONCE THE DELEGATES HAVE ATTENDED THE WORKSHOP THEY WILL BE ABLE TO
- Understand the Employment Laws that govern the employment relationship in South Africa and how your organisation’s disciplinary code and procedure is aligned to those laws;
- Understand the definition of misconduct and the definition of poor work performance/incapacity and knowing where the differences occur;
- Ensure that the proper procedure was followed prior to the enquiry;
- Ensure that the employee is properly and clearly informed of the allegation and of his/her rights during the enquiry;
- Ask the employee to plead and the recording of the plea;
- Ensure that the correct steps are taken at the correct times during the enquiry;
- Understand how to record the enquiry.
- Assess the nature of the evidence presented and distinguish between direct, evidence, hearsay evidence, circumstantial evidence and documentary evidence;
- Know when it’s appropriate to relax the hearsay evidence rule;
- Adopt an inquisitorial and/or an adversarial approach;
- Ask questions for purposes of clarity;
- Manage an allegation of bias;
- Manage a request for a postponement of the matter;
- Manage an employee and/or his representative who behave in an obstructive or disrespectful manner during the enquiry;
- Manage the enquiry in a firm and fair manner;
- Arrive at a verdict;
- Inform the employee of the verdict;
- Assess evidence presented in mitigation and aggravation;
- Arrive at an appropriate sanction;
- Inform the employee of the sanction.
Cost:
A quotation is available depending on number of delegates.