Disciplinary Hearings

The Code of Good Practice,being Schedule 8 of the Labour Relations Act, requires that Employers must keep records of disciplinary actions taken against Employees,the reason therefor and the outcome of the action.

Even if a written warning is only valid for 6 months,never throw it away.Keep it on record in the Employee's staff file.

Should a disciplinary hearing become necessary,it is important that the hearing is chaired by an independant Chairperson,who must not show any bias,either to the Employee or Employer.Should this not be the case Employers could find that they may have to pay hefty compensation to dismissed Employees,or even re-instate the Employee,should the case go to the CCMA or Labour Court.

For more information please contact Brett & Associates