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F001 – CP001 Notice to Attend a Disciplinary hearing
R100.00A notice of a Disciplinary Hearing Form is usually used to initiate disciplinary action against an employee. This document confirms the date, time, and venue of the hearing. The form confirms if the employee is suspended or not, which charge/s is/are alleged about the alleged misconduct of the employee and the Notice to Attend a Disciplinary Hearing also confirms the rights of the employee.
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F001 – CP002 NOTICE TO ATTEND COUNSELLING FORM
R100.00A Notice to attend a Counselling is used to notify an employee to attend a counselling discussion for either Poor Work performance or Ill-Health. Counselling sessions intend to assist employees and to determine the existence of any incapacity, negatively impacting on the Employee. The intent is not punitive, but dismissal could follow when counselling proofs ineffective.
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F002 – CP001 Notice Cautionary Suspension
R100.00A Notice of Suspension is used by an employer to suspend an employee pending the employee being notified of a disciplinary hearing/inquiry. It is sometimes necessary for an employer to remove an employee during an investigation for alleged misconduct or where the employee may cause harm to the workplace / fellow employees. A notice of Suspension further confirms that an employee is merely suspended and not dismissed. This notice is primarily used to suspend employees on a cautionary basis, pending possible disciplinary action.
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F002 – CP002 PROCEDURAL APPLICATION FORM
R100.00The Procedural Application Form is used by an employee to request either closer particulars, representation, postponement, and interpreter, for the employer to secure witnesses or another relevant procedural aspect to be clarified. The form consists of 3 pages, the full document is available to members.
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F003 – CP001 Procedural Application Form for Disciplinary Process
R100.00The Procedural Application Form is used by an employee to request either closer particulars, representation, postponement, the use of an interpreter, for the employer to secure witness or other relevant procedural aspects to be clarified.
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F003 – CP002 RECORD OF COUNSELLING FOR ILL HEALTH FORM
R100.00A record of a counselling for ill-health confirms to an Employee the Time, Date and Place where the counselling will take place. It confirms the alleged deviations where the Employee is allegedly falling short from required standards of work, KPI’s and achievable output requirements owing to Ill Health. When incapacity is owing to ill health the employer needs to comply with the requirements in Items 10 and 11 of the Code of Good Practice – Dismissal and noted in the Labour Relations Act, Act 66 of 1995 as amended. The aim of counselling for ill-health would be to determine if the Employees’ work circumstances, work requirements or the workplace can be adapted. It aims to determine the severity of illness and/or disability and if the Employee can be replaced in the short term or not.
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F004 – CP001 Record of a Disciplinary Hearing
R100.00A Record of a Disciplinary Hearing form ensures that the Employer follows a reasonably fair procedure. The Record of a Disciplinary Form ensures that the Employer reasonably complies with Procedural Fairness. It allows for an initial preliminary stage to confirm Procedural Fairness about the employees’ rights; it allows for a plead, parties to state facts; cross-examination; mitigation aggravation, and other relevant factors before a finding is reached and a penalty decided on if relevant.
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F004 – CP002 RECORD OF COUNSELLING FOR POOR WORK PERFORMACE FORM
R100.00A record of a counselling for Poor Work Performance confirms to an Employee the Time, Date and Place where the Counselling will take place. It confirms the alleged deviations where the Employee is allegedly falling short from required standards of work, KPI’s and achievable output requirements owing to Poor Work Performance related to skill or other shortfalls. Poor Performance Counselling may result in dismissal with notice in the event that the Employee fails to reach required standards or work output requirements after a reasonable intervention. Poor performance counselling should not be confused with Discipline for Negligence.
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F005 – CP001 Verbal Warning Form
R100.00A Verbal Warning is used in conjunction with the disciplinary code. A Verbal Warning is a written confirmation of the fact that an Employee was warned verbally.
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F005 – CP002 WRITTEN DEVIATION WARNING FORM
R100.00A written Deviation Warning Form is issued to an employee following a formal or informal counselling to place on record that the Employer discussed a deviation with the Employee. The form may instruct the Employee which processes to implement to better performance/output requirements or standards or in the event of issue related to ill health, how the Employee should timely communicate situation for intervention to the Employer.
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F006 – CP001 Written Warning Form
R100.00Written Warning is used in conjunction with the disciplinary code. A written warning will usually be the first prescribed penalty for lesser deviations from rules and/or misconduct at first instance or it will follow a verbal warning owing to the application of progressive discipline as recommended in the Disciplinary Code.
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F006 – CP002 SERIOUS WRITTEN DEVIATION WARNING FORM
R100.00A Serious Written Deviation Warning Form is issued to an employee following a formal or informal counselling to place on record that the Employer discussed a deviation with the Employee. It follows on a Written Deviation Warning and indicates more serious action to follow in the case of continued non-conformance. The form may instruct the Employee which processes to implement to better performance/output requirements or standards or in the event of issue related to ill health, how the Employee should timely communicate situation for intervention to the Employer.
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