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CP004 – Sexual Harassment Policy and Procedure
R200.00The Sexual Harassment Policy and Procedure assists employers in managing, dealing with, and preventing cases of sexual harassment in the workplace. The policy is used in conjunction with the disciplinary code. Sexual Harassment is a serious offense and may result in dismissal.
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CP005 – Internet, E-mail, Wifi, Social and Electronic Media Usage Policy
R200.00This policy assists employers and employees in understanding their rights and obligations regarding the usage of the Internet and e-mail in the workplace. Deviation from this code and policy constitutes serious misconduct which may result in dismissal in certain circumstances.
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CP009 – Vehicle Usage Policy
R200.00The policy determines rules and regulations relating to business vehicles.
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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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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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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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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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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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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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F007 – CP001 Serious Written Warning Form
R100.00A Serious Written Warning is used in conjunction with the disciplinary code. A Serious Written Warning will either be the prescribed penalty for more serious deviations from rules and/or misconduct at first instance or it will follow a written warning owing to the application of progressive discipline as recommended in the disciplinary code.
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F008A – CP001 Final Written Warning Form
R100.00A Final Written Warning is used in conjunction with the disciplinary code. A Final Written Warning will either be the prescribed penalty for more serious deviations from rules and/or misconduct at first instance or it will follow a Serious Written Warning owing to the application of progressive discipline as recommended in the disciplinary code.
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