Managing Workplace Discipline Training
Our training programmes relating to
Instilling Workplace Discipline and Managing Poor Performance,
Handling Non-Dismissible Offenses, Initiating Disciplinary Hearings,
Chairing Disciplinary Hearings, and Managing All Disciplinary Processes,
are offered throughout South Africa.
Please click on the relevant course that meets your requirements
- Discipline in the workplace – Managing all Disciplinary Processes: a 3-day course
Note: This is our most popular course, covering all aspect of disciplinary processes in the workplace.This course includes:- Managing Poor Performance, Managing Informal Discipline (Counsellings, Verbal Warnings, Written Warnings, Final Written Warnings), Initiating Disciplinary Hearings, and Chairing Disciplinary Hearings.
Managing Workplace Discipline Training
This Managing Workplace Discipline Training – which covers all disciplinary processes, including:
managing informal discipline, managing poor work performance,
initiating disciplinary hearings, and chairing disciplinary hearings
is offered throughout South Africa
We offer this programme, and all our training courses as
in-house, public and online training
Managing Workplace Discipline Training
Managers, Supervisors, Team Leaders, HR Personnel and Employee Representatives
Course Duration: 3 days
Course Objective:
This Managing Workplace Discipline Training – which is offered throughout South Africa – is designed for Managers and Supervisors who are:
✓ expected to ensure understanding and adherence to disciplinary standards within their teams
✓ and are required to discipline subordinates through verbal warnings and written warnings
✓ and ensure that poor work performance is promptly addressed
Unit Standard 11286: Institute Disciplinary Action
Unit Standards 25514: Conduct a disciplinary hearing
Course content and outcomes:
Instilling discipline in the workplace
- An introduction to the disciplinary process and its purpose
- Fundamental premises that should apply to all disciplinary action
- Typical causes of disciplinary problems and poor work performance problems
- 3 main causes of indiscipline and poor performance – how to correct them:
- Poor communication
- Unclear procedures, standards and rules
- Middle Managers styles of leadership and control
- Understanding your company’s disciplinary code, and best practice procedures for performance and disciplinary meetings: counsellings, verbal warnings, written warnings, final written warnings
- How to carry out disciplinary and poor performance meetings, and issue the appropriate corrective processes and / or disciplinary warnings
- Role-play exercise on issuing a disciplinary warning for time-keeping
- Role-play exercise on issuing a counselling for poor performance
- Role-play exercise on issuing a written warning for poor performance
- Drafting a Performance Improvement Plan
- Setting up a date and time for review and follow up
- The right not to be unfairly dismissed
- Automatically unfair dismissals, other unfair dismissals
- Code of good practice: dismissal (Schedule 8)
- Disputes about unfair dismissals, the burden of proof, remedies
- Investigating and collecting evidence
- Formulating the charges:
- The impermissible splitting of charges, and independence of transgressions
- Preparing witnesses
- Opening statements, presenting the evidence, cross-examining witnesses, admissible and inadmissible evidence, closing arguments
- Procedural and substantive fairness
- The disciplinary hearing process flow
- The rules of evidence applicable to disciplinary enquiries in the workplace
- The admissibility of evidence, allegations, evidence and facts
- Real evidence, admissions and confessions
- Managing the disciplinary hearing process:
- Considering only relevant and acceptable facts
- Considering the reliability and credibility of witnesses
- The balance of probabilities
- The onus / burden of proof
- Deciding the merits of the case
- Formulating and documenting the decision on guilt
- Mitigating and aggravating circumstances
- Determining and ruling on the sanction (action taken)
- Meeting with the accused to analyse and discuss the charge
- Preparing the accused and witnesses for the hearing
- Leading the accused’s evidence, leading witnesses, and cross-examining witnesses
- Controlling witnesses on cross-examination
- Using scenario painting / story-telling techniques in cross-examination
- Preparing and presenting mitigation
- When relevant, lodging an appeal in terms of the disciplinary procedure
To enrol delegates on this
Managing Workplace Discipline Training,
click on the link below