Managing all disciplinary processes,
including informal discipline
and initiating and presiding over hearings

This Managing Discipline Training is offered throughout South Africa
– Cape Town, Durban,Johannesburg, Port Elizabeth –

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Managing Discipline Training,

including Informal Discipline and

Initiating and Presiding over Hearings

Managing Discipline Training
This Managing Discipline Training is:
Suitable for Supervisors, Managers and Shop stewards

Course Duration: 3 days NQF LEVEL: 5
Course Objective:
This Managing Discipline Training, including Informal Discipline and Initiating and Presiding over Hearings – which is offered throughout South Africa – is designed for Supervisors and Managers who are:

  1. expected to ensure clear understanding and adherence to disciplinary standards within their area of responsibility
  2. and are required to discipline subordinates through verbal warnings and written warnings
  3. and ensure that poor work performance is promptly addressed

This programme is aligned to:
Unit Standard 11286: Institute Disciplinary Action
and Unit Standards 25514:Conduct a disciplinary hearing
Course content and outcomes:
  Through this Managing Discipline Training, delegates will learn:

  • Instilling discipline in the workplace
    1. An introduction to the disciplinary process and its purpose
    2. Fundamental premises that should apply to all disciplinary action
    3. Typical causes of disciplinary problems and poor work performance problems
    4. The 3 main causes of indiscipline and poor performance – how to correct them
    5. What can you as supervisors / managers do to remove these causes?
    6. The classification of transgressions relating to unacceptable conduct
    7. The code of good practice relating to disciplinary action
  • Handling non-dismissible offences
    1. Understanding your disciplinary code, and the procedures for performance and disciplinary meetings: counsellings, verbal warnings, written warnings, final written warnings
    2. How to carry out disciplinary and poor work performance meetings, and issue the appropriate corrective processes and / or disciplinary warnings
    3. Role-play exercise on issuing a disciplinary warning for time-keeping
    4. Role-play exercise on issuing a counselling for poor work performance
    5. Role-play exercise on issuing a written warning for poor work performance
    6. Drafting a Performance Improvement Plan
    7. Setting up a date and time for review and follow up
  • Dismissals: Unfair dismissals and unfair labour practices
    1. The right not to be unfairly dismissed
    1. Automatically unfair dismissals, other unfair dismissals
    2. Code of good practice: dismissal (Schedule 8)
    1. Disputes about unfair dismissals, the burden of proof, remedies
  • Initiating a disciplinary hearing and leading evidence
    1. Investigating and collecting evidence
    2. Formulating the charges:
    1. The impermissible splitting of charges, and independence of transgressions
    1. Preparing witnesses
    2. Opening statements, presenting the evidence, cross-examining witnesses, admissible and inadmissible evidence, closing arguments
  • Presiding over disciplinary hearings
    1. Procedural and substantive fairness
    2. The disciplinary hearing process flow
    3. The rules of evidence applicable to disciplinary enquiries in the workplace
    1. The admissibility of evidence, allegations, evidence and facts
    2. Real evidence, admissions and confessions
    1. Managing the disciplinary hearing process:
    1. Considering only relevant and acceptable facts
    2. Considering the reliability and credibility of witnesses
    3. The balance of probabilities
    4. The onus / burden of proof
    1. Deciding the merits of the case
    2. Formulating and documenting the decision on guilt
    3. Mitigating and aggravating circumstances
    4. Determining and ruling on the sanction (action taken)
  • Representing employees at a disciplinary hearing
    1. Meeting with the accused to analyse and discuss the charge
    2. Preparing the accused and witnesses for the hearing
    3. Leading the accused’s evidence, leading witnesses, and cross-examining witnesses
    1. Controlling witnesses on cross-examination
    2. Using scenario painting / story-telling techniques in cross-examination
    3. reparing and presenting mitigation
    4. When relevant, lodging an appeal in terms of the disciplinary procedure
  • Role play and reflection

Click here to view our publicly scheduled Managing Discipline Hearings Training courses.

   To enrol delegates on this Managing Discipline Training
click on the link below:

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