Effective Disciplinary Hearings

This course is accredited by the Services Seta and material covers unit standards

10985 at NQF level 6 worth 5 credits and 11286 at NQF level 5 worth 8 credits.



Misconduct in the workplace

This module focuses on various instances of misconduct in the workplace and how to handle these effectively. Misconduct issues of absenteeism, intoxication on duty, sexual harassment, poor time keeping, theft, insubordination, damage to company property and many other forms of misconduct are dealt with. Case studies and relevant case law are used as examples of how to correctly deal with various misconduct offences and appropriate sanctions for each

Module outline

• Misconduct in the Labour Relations Act

• Understanding various offences of misconduct in the workplace including: absenteeism; being under the influence of alcohol; sexual harassment; theft; damage to company property; insubordination, poor time keeping and many other forms of misconduct

• Look at various case studies regarding the various forms of misconduct & how to deal with them appropriately

• How to address and deal with the misconduct before it becomes serious

• Verbal warnings, written warnings and final written warnings

• The company disciplinary code, ensuring employees are familiar with it

• Setting clear rules and guidelines for employee behaviour

• Overview of relevant case law

• Relevant sections of labour legislation

• Codes of good practice


Initiate a Disciplinary Hearing:

The Law of Evidence and Disciplinary Investigations

Module Outline:

• Identifying and classifying transgressions

• Drawing up the charges appropriately and correctly

• Notifying employees of a disciplinary hearing correctly

• Prosecuting your case

• Understanding the principles of the law of evidence

• Applying the principles of the law of evidence

• Evidence that is admissible and inadmissible

• Cross examination techniques

• Rules of case presentation

• Leading evidence

• Cross examination techniques

• How to present closing arguments

• Investigations & gathering information

• Collating the information in date order

• Evaluating the evidence

• Types of evidence

• Prima facie evidence

• Circumstantial evidence

• Corroborating evidence

• Video evidence, sms’s, photographs

• Documentary evidence

• Loco inspections

• Preparing the witnesses

• Preparing questions for the witnesses

• Overview of relevant case law

• Relevant sections of labour legislation

• Codes of good practice


Chair a Disciplinary Hearing – Fair Procedure
This module enables delegates to conduct proper disciplinary hearings and to administer disciplinary principles in a fair and consistent manner. It will lead delegates through the required procedural and substantive aspects pertaining to disciplinary action.

Module outline:

The CCMA Guidelines on Misconduct of January 2012:

• Appropriate sanctions

• Consistency of the organisation in applying sanctions

• Weighing up evidence and the balance of probabilities

• How Commissioners will weigh up evidence

• Commissioners’ rulings on unfair dismissals

Chairing a disciplinary hearing:

• How to draft the allegations/charges / notice to attend a hearing

• Understand all fairness and equity principles

• Create a better understanding of required procedures during hearings

• Preparation for the hearing

• Procedure and conduct during the disciplinary hearing

• Procedure and conduct during the appeal hearing

• Be able to prepare for such hearings

• Understanding and complying with the duty to keep record

• Chairing the hearing

• Conducting and managing the hearing

• Implement procedure to handle non-dismissible offences.

• Hear pleadings

• Mitigating & aggravating circumstances

• Take a decision as to sanction.

• Inform employee of and record decisions.

• Ensure that proceedings and decisions are recorded

• Fun Role Play of a Disciplinary Hearing


Managing Poor Performance in the Workplace

Module Outline

• Understanding poor performance in the workplace

• Determining when performance is under par

• Measuring performance

• Performance appraisals

• Excellent, mediocre and sub-standard performance

• Counselling for poor performers

• Coaching and mentoring

• Identifying whether it is an attitude, skill or motivational problem

• Setting time frames for improvement

• Monitoring the improvements

• Poor performance and the LRA

• Relevant sections of labour legislation

• Codes of good practice

• Humorous Video John Cleese on poor performance


Managing Medical Incapacity in the Workplace

Module Outline

• Understanding medical incapacity in the workplace

• Dealing with prolonged medical absence in the workplace

• Counselling medical incapacitated employees

• HIV/AIDS and medical incapacity

• Arranging for a medical discharge

• Medical disability benefits and procedures

Contact Details

Contact Person: 

Julius Matose
Course Details

Course Duration: 

2 Days


R5390(excl. VAT)