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    Chairing Disciplinary Hearings
      
      

     

    11 & 12 May 2017: Southern Sun: OR Tambo International Airport

     

     

    Click here to download registration forms for 11 & 12 May 2017: Southern Sun: OR Tambo International Airport

     

     

    Table of contents

    Module 1: What is a dismissal?

    1. Definition

    2. Unlawful and unfair dismissals

     

    Module 2: The Code of Good Practice - Dismissal 

     

    Module 3: Dismissal for misconduct 

    1. Introduction  

    2. Guidelines in cases of dismissal for misconduct: Item 7 of the Code 

    2.1. Is there a rule? 

    2.2. Was the employee aware of the rule?

    2.3. Did the employee contravene the rule? 

    2.4. Is the rule or standard a valid or reasonable rule or standard?

    2.4.1. Validity  

    2.4.2. Reasonableness 

    2.5. Was dismissal an appropriate sanction?

    2.5.1. Gravity of the contravention

    2.5.2. Reasons for not dismissing: has the rule been consistently applied?  

    2.5.3. Reasons for not dismissing: factors that may justify a different sanction 

    2.5.3.1. Employee’s circumstances  

    2.5.3.2. Nature of the job

    2.5.3.3. Circumstances of the contravention  

     

    Module 4: Fair procedure 

    1. Introduction 

    1.1. The right to be informed of the charges

    1.1.1. Charges must be clear 

    1.1.2. No splitting or duplication of charges 

    1.2. The right to a proper opportunity to prepare 

    1.3. The employee’s right to be heard and to present a defense

    1.4. The right to be fairly judged 

    1.5. Suspension  

    1.6. The disciplinary hearing 

    1.7. Conduct of the chairperson and bias 

    1.8. Changing the finding of the chairperson on appeal  

    1.9. Double jeopardy 

     

    Module 5: Electing a chairperson

     

    Module 6: Specific types of misconduct

    1. Introduction 

    1.1. Derivative misconduct

    1.2. Misconduct outside the workplace

    2. Absence without leave or permission

    2.1. Absenteeism 

    2.2. Abscondment  

    2.3. Desertion

    2.4. Imprisoned employees

    3. Failure to inform the employer of the reasons for absence 

    4. Abusive language and racist remarks

    5. Abuse of sick leave

    6. Assault

    7. Competing with the employer / conflict of interest 

    8. Damage to property

    9. Negligence 

    10. Disclosing confidential information

    11. Dishonesty 

    12. Alcohol and drugs

    13. Falsification

    14. Fraud

    15. Bringing the employer’s name into disrepute

    16. Insolence/insubordination 

    17. Refusal to work overtime

    18. Sexual harassment

    19. Sleeping on duty

    20. Theft/unauthorised possession

     

    Module 7: Evidence and findings in disciplinary hearings

    1. Leading and testing evidence and versions

    2. The opening statement

    3. Evidence in chief

    4. Cross-examination

    5. Re-examination

    6. Written statements

     

    Module 8: Evaluating evidence

     

    Module 9: Evaluating evidence and making a finding

    1. Evidentiary burden

    2. Evidence: sources, types and admissibility

    2.1. Site inspections or inspection in loco

    2.2. Customers and suppliers

    2.3. Written statements and affidavits

    2.4. Probative material 

    2.4.1. Oral evidence 

    2.4.2. Real evidence - photographs electronic evidence and video tapes

    2.5. Admissibility and weight of evidence 

    2.6. Relevance of evidence

    2.7. Character evidence 

    2.8. Similar fact evidence

    2.9. Opinion evidence

    2.10. Expert evidence

    2.11. Previous consistent statements

    2.12. Hearsay evidence

    2.13. Privileged evidence 

    2.14. Illegally obtained evidence

    2.15. Direct and circumstantial evidence

    2.16. Entrapment 

    2.17. The cautionary rule

    2.18. Admissions 

    2.19. Confessions 

    2.20. Polygraph tests

     

    Module 10: A step-by-step checklist for disciplinary hearing chairpersons

    Disciplinary code 

    Practical exercise

    The disciplinary process 

     

    Who should attend?

    HR Managers, line managers, managers responsible for personnel discipline, union representatives

    Course outcome

    • After completion of the workshop participants will have a clear understanding on how to chair and manage a disciplinary hearing and should be able to reach a decision by taking all the circumstances into consideration.

    • Practical exercises and role plays

    • Delegates will receive the opportunity to participate in groups and to practically chair cases in a simulated environment

    Price:  

    • R 4990-00 (incl. Vat) per delegate

    • Price include course material, certificates of attendance, & catering/ refreshments  

    • Safe and secure parking

    • 2 Days Practical Training

    For further information contact:

     

    Click here to download registration forms for 11 & 12 May 2017: Southern Sun: OR Tambo International Airport

     

     

     

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