Institute disciplinary action
- Written by Gary Watkins
- Published in Training Programmes
Institute disciplinary action
Programme Overview
Welcome to this learning programme that will lead you to greater understanding of instituting disciplinary action.
As you work your way through the learning programme you will gain competence against the following Unit Standard:
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Programme |
Institute disciplinary action |
|
Unit Standard |
SAQA ID 11286: Institute disciplinary action NQF Level 5, 8 Credits |
This learning programme is intended for all persons who need to institute disciplinary action. This unit standard is intended for people who are, or seek to be a human resources management or employment relations practitioner or a general manager. Persons credited with this unit standard are able to identify and categorise transgression, implement appropriate procedures and represent an employee at a disciplinary hearing.
Programme entry level requirements
It is assumed that people starting to learn towards this standard are able to:
- communicate effectively (at least NQF level 4)
- apply principles of policy and procedure implementation
- demonstrate an understanding of an organisation and its functions
- apply consultation skills.
Programme Outcomes
This learning programme is outcomes-based which means we take the responsibility of learning away from the facilitator and place it in your hands.
Your learning will begin in the workshop where you will identify the skills and knowledge you require in order to meet the specific outcomes and assessment criteria contained in the unit standard.
In this learning programme, we will be covering the following learning outcomes:
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Module 1: Identify and classify transgressions |
Module 2: Implement procedure to handle non-dismissible offences |
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· Gather sufficient information concerning alleged transgression · Classify transgression correctly in terms of the available evidence · Select the correct procedure for handling the transgression |
· Inform the employee within the stipulated timeframe of the alleged contravention of a workplace rule and his/her rights in this respect · Confront the employee with the relevant facts and provide him/her with sufficient opportunity to state his/her case · Inform the employee in the appropriate manner of the disciplinary action to be instituted and his rights in this respect · Record the disciplinary action accurately according to the disciplinary procedure |
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Module 3: Implement procedure to handle dismissible offences |
Module 4: Represent employee at disciplinary hearing |
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· Conduct further investigation and gather detailed information · Inform the employee within the stipulated timeframe and in the correct manner, of the alleged contravention of a workplace rule and his/her rights in this respect · Lead detailed evidence including witnesses and the cross-questioning of witnesses · Present relevant argument and evidence in mitigation or aggravation |
· Analyse the allegation or charge correctly and adequately investigate it · Request the relevant information from the employer · Prepare the employee and witnesses properly for the hearing · Present the employee's case succinctly and effectively · Question and cross-examine witnesses appropriately · Prepare and properly present pleas in mitigation · Lodge appeals, where relevant , in terms of the disciplinary procedure |
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Gary Watkins
Gary Watkins
Managing Director
BA LLB
C: +27 (0)82 416 7712
T: +27 (0)10 035 4185 (Office)
F: +27 (0)86 689 7862
Website: www.workinfo.comRelated items
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