DISCIPLINARY PROCEDURES (INVESTIGATING & PRESIDING OFFICER)

Unit 1: Identify and classify transgression

• Sufficient information is gathered concerning alleged transgression. 
• Transgression is correctly classified in terms of the available evidence. 
• The correct procedure for handling the transgression is selected. 

Unit 2: Implement procedure to handle non-dismissible offences

• The employee is informed within the stipulated time frame of the alleged contravention of a workplace rule and his/her rights in this respect. 
• The employee is confronted with the relevant facts and provided with sufficient opportunity to state his case. 
• The employee is informed in the appropriate manner of the disciplinary action to be instituted and his rights in this respect. 
• The disciplinary action is accurately recorded according to the disciplinary procedure. 

Unit 3: Implement procedure to handle dismissible offences

• Further investigation is conducted and detailed information is gathered. 
• The employee is informed within the stipulated time frame and in the correct manner, of the alleged contravention of a workplace rule and his/her rights in this respect. 
• Detailed evidence is led including witnesses and the cross-questioning of witnesses. 
• Relevant argument and evidence in mitigation or aggravation is presented. 

Unit 4: Represent employee at disciplinary hearing

• The allegation or charge is correctly analysed and adequately investigated. 
• The relevant information is requested from the employer. 
• The employee and witnesses are properly prepared for the hearing. 
• The employee’s case is succinctly and effectively presented. 
• Witnesses are appropriately questioned and cross-examined. 
• Pleas in mitigation are properly prepared and presented. 
• Where relevant, appeals are lodged in terms of the disciplinary procedure.