5. Disciplinary Procedures

The process for dealing with all disciplinary issues is explained below, however it is very important to note that an Employee should ONLY follow any alternative course of action or remedy, including approaching the CCMA or Labour Courts AFTER the process below has been followed. Failure to follow this course of action will result in the Company being unable to guarantee the best possible outcome for an Employee.

Where a representative of the company (Team Leader/Manager/Director) known as a company representative (CR), has reason to believe that any employee has breached the Company Disciplinary Code of Conduct, the process is set-out below:

  1. The CR shall report their allegations and findings to a Director and get confirmation on the process to be followed
  2. Where the Director agrees with the allegations, the CR shall prepare the necessary documentation, where required for a Written Warning or a Notice to attend a Disciplinary hearing; or issue a Verbal Warning
  3. Where a Notice to attend a Disciplinary meeting is hearing, the process shall be as follows:
    1. The Company shall set a date and appoint a Chairperson for the hearing and they shall attend the meeting on the date along with the Employee and the CR
    2. Following the meeting, the chairperson shall issue their findings which the Company shall take under advisement and issue the final verdict to the Employee.
    3. Where the Employee is not satisfied with the verdict, they are entitled to appeal the verdict.
    4. Such application for appeal shall be granted where the Employee is able to provide additional information or evidence not considered or presented at the Disciplinary hearing.