Misconduct
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Dismissal for poor performance
Poor performance is a form of incapacity. It also be described as incompetence, lack of skill knowledge, Incompatibility, bad attitude, Carelessness, in accuracy, incomplete ... -
Dismissal as an appropriate penalty for Misconduct
It is not always easy for the Chairperson of a disciplinary hearing to conclude that dismissal may be an appropriate sanction in an act ... -
Dishonesty is a thorny issue to tackle
Ivan Israelstam Dishonesty in the workplace can take many different forms including: Stealing of the employer’s money out of the till, petty cash box ... -
Dishonest disciplinary tactics can backfire
Ivan Israelstam Last week we looked at the unfair practice of illegally entrapping suspected employees in order to prove them guilty of misconduct. I ... -
Disciplining for the same misconduct
Ivan Israelstam A question repeatedly asked is whether an employer can discipline an employee a second time for the same incident of misconduct. Legal ... -
Disciplinary Procedures
Under normal circumstances disciplinary action will be applied progressively. This implies that repeated similar or related offences may result in more serious disciplinary action. ... -
Disciplinary hearings require skill
Ivan Israelstam At a disciplinary hearing the parties present would normally be: the accused employee; the accused’s representative; the complainant – who is the ... -
Disciplinary Hearings: Formal or Informal?
Formal vs informal disciplinary hearings Ivan Israelstam The drafters of the Labour Relations Act of 1995 (LRA) expressly provided for accused employees to have ... -
Disciplinary hearing proceedings
Confidentiality Discipline is a confidential matter, therefor Hearings are held in camera, and Only those persons permitted in terms of the disciplinary procedure may ... -
Disciplinary Code & Procedure
This code serves as guideline to the employee with reference to what will be deemed as irregular conduct. It spells out how ___________will deal ...
