Forms

Forms

Industrial Relations
F001 - CP001 Notice to Attend a Disciplinary hearing

A 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 pertaining to the alleged misconduct of the employee and the Notice to Attend a Disciplinary Hearing also confirms the rights of the employee. 

F002 - CP001 Notice of Suspension

A 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. 

F003 - CP001 Procedural Application Form for Disciplinary Process

The 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 aspect to be clarified. 

F004 - CP001 Record of a Disciplinary Hearing

A 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 pertaining to the employees’ rights; it allows for a plead, parties to state facts; cross examination; mitigation and aggravation and other relevant factors before a finding is reached and a penalty decided on if relevant. 

F005 - CP001 Verbal Warning Form

A 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. 

F006 - CP001 Written Warning Form

Written 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

F007 - CP001 Serious Written Warning Form

A 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

F008A - CP001 Final Written Warning Form

 A 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.

F008B - CP001 Final Written Warning and Unpaid Suspension Form

A Final Written Warning and Unpaid Suspension Form is a form to confirm a penalty sometimes used as Final Resort Short of Dismissal where the Employee could ordinarily be dismissed but mitigating arguments are of such that a chairperson in the hearing issues a further Final Warning and escalates it with combining the Final Written Warning with Unpaid Suspension. 

F009 - CP001 Disciplinary Appeal Form

This notice is used by an Employee to apply for an Appeal Hearing following an outcome in a Disciplinary Hearing where the employee wish to bring under the attention of the chairman that procedural and/or substantive aspect/s of the hearing / outcome should be reconsidered.

F010 - CP001 Record of a Disciplinary Appeal Form

This form is used by the Presiding Chairperson of a Disciplinary Appeal Hearing.

F011 - CP001 Notice of Dismissal

A Notice of Dismissal is used to notify an employee of the employee’s dismissal, the effective date and time of the dismissal and if the dismissal is with or without notice. It notifies the employee of the employee’s right to challenge the dismissal in the CCMA or a relevant Bargaining Council as well as the employee’s right to appeal the decision.It also instructs the employee when to collect final documentation and payment where applicable.

F001 - CP002 Notice to Attend a Counseling For Incapacity

A 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 intends 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.

F002 - CP002 Procedural Application Form for Counselling process

The Procedural Application Form is used by an employee to request either closer particulars, representation, postponement, and interpreter, for the employer to secure witness or other relevant procedural aspect to be clarified. The form consist of 3 pages, the full document is available to members.

F003 - CP002 Record of a Counselling for Ill Health Form

A 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.

F004 - CP002 Record of a Counselling for Poor Work Performance Form

A 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 reasonable intervention. Poor performance counselling should not be confused with Discipline for Negligence.

F005 - CP002 Written Deviation Warning Form

A 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 issued related to ill health, how the Employee should timely communicate situation for intervention to the Employer.

F006 - CP002 Serious Written Deviation Warning Form

A 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 issued related to ill health, how the Employee should timely communicate situation for intervention to the Employer.

F007 - CP002 Final Written Deviation Warning Form

A Final 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 or Serious Deviation Warning and indicates potential dismissal 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 issued related to ill health, how the Employee should timely communicate situation for intervention to the Employer.