DEFINITION OF DISCIPLINE

DEFINITION OF DISCIPLINE:

“ANY ACTION INITIATED BY MANAGEMENT IN RESPONSE TO UNACCEPTABLE WORK PERFORMANCE OR WORK BEHAVIOUR.”

PLEASE NOTE:

BEFORE TAKING DISCIPLINE YOU NEED TO REMEMBER THE “DEFINITION OF DISCIPLINE” WHICH EMPHASIZES “WHAT IS UNACCEPTABLEWORK PERFORMANCE OR WORK BEHAVIOUR.”

TO DECIDE WHAT FORM (TYPE) OF DISCIPLINE YOU ARE GOING TO APPLY THE FOLLOWING IS RELEVANT:

ACCEPTABLE PERFORMANCE AND / OR WORK BEHAVIOUR IS RELATED TO:

1. THE RULES OF THE COMPANY

2. REASONABLE INSTRUCTIONS

3. LEGAL REQUIREMENTS

4. ORDERLY AND LAWFUL BEHAVIOUR

5. RESPECT FOR OTHERS AND THEIR PROPERTY

6. PERFORMANCE STANDARDS.

TYPES OF DISCIPLINE:

EDUCATIVE DISCIPLINE.

THIS IS DISCIPLINE THAT IS REQUIRED WHEN EMPLOYEES ARE DOING THE WRONG THING OUT OF IGNORANCE OR LACK OF TRAINING (NOT KNOWING THE RULES AND REGULATIONS). GUIDANCE AND COACHING IS REQUIRED.

CORRECTIVE DISCIPLINE.

CORRECTIVE DISCIPLINE IN THE FORM OF WARNINGS (WRITTEN, SEVERE WRITTEN OR FINAL WARNING) IS REQUIRED WHEN MORE SERIOUS OFFENCES ARE COMMITTED OR THE PERSISTENCE OF A MINOR OFFENCE CONTINUES. THESE WARNINGS ARE AIMED AT DISSUADING THE EMPLOYEE FROM BREAKING THE RULES AND REGULATIONS OF THE COMPANY IN FUTURE.

THE “NOTICE TO ATTEND A DISCIPLINARY INTERVIEW” IS USED IN THIS CASE. (THIS PROCESS IS EXPLAINED ON THIS WEBPAGE, PAGE- {DO IT YOURSELF’ ‘DIY’ GUIDELINES ON HOW TO TAKE DISCIPLINE “}

PUNITIVE (TO PUNISH) DISCIPLINE.

WHERE BOTH EDUCATIVE AND CORRECTIVE DISCIPLINE HAS PROVED TO BE INEFFECTIVE OR WHERE THE OFFENCE COMMITTED IS SERIOUS EG. (GROSS MISCONDUCT), PUNITIVE DISCIPLINE MAY BE APPLIED.

EXAMPLES OF PUNITIVE DISCIPLINE ARE:

DISMISSAL (TERMINATION OF EMPLOYEE’S CONTRACT) – A DISCIPLINARY HEARING HAS TO BE HELD BEFORE AN EMPLOYEE CAN BE DISMISSED.

THIS DISCIPLINARY HEARING  PROCESS WILL BE EXPLAINED ON THIS WEBPAGE,( PAGE- “DO IT YOURSELF’ (‘DIY’) GUIDELINES ON HOW TO TAKE DISCIPLINE ”).

IT IS ESSENTIAL THAT ALL COMPANIES / BUSINESSES HAVE A “DISCIPLINARY CODE AND PROCEDURE” ( THE CCMA COMISSIONER MAY ASK YOU TO  PRODUCE THIS DOCUMENT IF THE EMPLOYEE REFERS HIS”DISMISSAL ” TO THE CCMA )

DISCIPLINARY CODE AND PROCEDURE.

INTRODUCTION

THE IMPLEMENTATION OF A DISCIPLINARY CODE AND PROCEDURE IS ESSENTIAL FOR THE EFFICIENT RUNNING OF THE COMPANY’S BUSINESS, THE SAFETY AND FAIR TREATMENT OF ITS EMPLOYEES AND SOUND LABOUR RELATIONS.

THE DISCIPLINARY CODE AND PROCEDURE IS INTENDED TO ENSURE THAT EMPLOYEES HAVE KNOWLEDGE OF THE RULES WHICH GOVERN THEIR EMPLOYMENT WITH THE COMPANY AND IT ACCORDINGLY DESCRIBES THE ACTION WHICH MAY BE TAKEN BY THE BUSINESS OWNER /COMPANY SHOULD AN EMPLOYEE COMMIT AN OFFENCE.

DISCIPLINE IS A METHOD OF ENSURING ACCEPTABLE CONDUCT.

LINE MANAGEMENT IS RESPONSIBLE FOR MAINTAINING FAIR, JUST AND CONSISTENT DISCIPLINE AND FOR ADMINISTRATION OF THE DISCIPLINARY CODE AND PROCEDURE.

MANAGEMENT IS RESPONSIBLE FOR ENSURING THAT ALL EMPLOYEES ARE MADE AWARE OF THE STANDARDS RULES AND REGULATIONS OF ACCEPTABLE BEHAVIOUR EXPECTED OF THEM.

(TO OBTAIN YOURDISCIPLINARY CODE AND PROCEDURE”) PLEASE REFER TO THE  PAGE- “DO IT YOURSELF’ (‘DIY’) GUIDELINES ON HOW TO TAKE DISCIPLINE ” (ON THIS WEBPAGE)