Disciplinary Policy

WhatsApp/Call: + 27 84 313 7407 Email: info@saypro.online

SayPro is an award-winning company that provides solutions for government, corporate businesses, non-profit organisations and individuals globally and in Africa. Speak to us about this solution now. Chat to us on WhatsApp down on left.

Email: info@saypro.online
Call: + 27 11 071 1903
WhatsApp: + 27 84 313 7407

6.2           Disciplinary Procedures

Depending on the seriousness of the offence, the application of the Disciplinary Code followed in stages as set out below.


  • Corrective Action

The first step in correcting misconduct or inadequate performance shall counselling, coaching or formal training and programmes. The purpose of to correct poor working habits, to avoid the recurrence of mistakes and to enable the employee to recall the require performance standard or rules of conduct.

The Chief Executive Officer agree with the employee what changes nee to affected, and a date on which the performance or conduct reviewed. The “Disciplinary Procedures Corrective Action Form” use to record the above.


  • Recorded Verbal Warning

A recorded verbal warning issue for minor offences such as late arrival for duty or leaving early without permission, workplace untidy, and work performance slightly below standard.

  • The Chief Executive Officer warn the employee verbally, in private

  • The employee given full reasons for the warning and told what forms of action take to correct or to prevent the recurrence of the same offence.

  • The warning recorded on the form: Disciplinary Procedures –Warning. Recorded verbal warnings remain in the employee’s file for six months.


  • First Written Warning

First written warning issue for more severe offences such as unauthorised absence from a workstation, recurrent late coming, inferior/unsatisfactory performance


Repeated minor offences (within six months of verbal warning)

  • The Chief Executive Officer warn the employee in writing.

  • The warning recorded on the form: Disciplinary Procedures –Warning.

  • The employee sign or make his/her mark on it. the employee refuse, a witness sign as proof that the warning has given.

  • A copy of form file in the employee’s personnel file and remain in the data for a period of 1 year. After that, it destroyed.

  • The employee given reasons for the warning and told what forms of action take place to correct or prevent the reoccurrence of the same offence.

  • The “Disciplinary Procedures Corrective Action Form” use to record the above.


  • Final Written Warning

A final written warning issue for major offences such as victimisation, possession of illegal substances during working hours, unauthorised absenteeism for three or more days


A repeat of a first written warning for the same offence within the six months of the previous offence

  • A final warning can only issue as an outcome of a disciplinary enquiry.

  • It issues when The Chief Executive Officer feels that any previous corrective action steps inappropriate. The disciplinary code gives some indication of when it uses.

  • The employee asked to sign the written warning. The written notification valid regardless of whether the employee signs it or not.

  • A copy of the final warning given to the employee.

  • A final written warning remains on the employee’s file for a period of twelve months. After the period has lapse, the notification considers in deciding subsequent disciplinary action.


  • Dismissal

Dismissal is the final step taken against an employee if:

  • Other disciplinary measures have failed.

  • After a final warning, a further transgression committee.

  • Dismissal can only occur as the outcome of a disciplinary enquiry

  • Only the Chief Executive Officer can dismiss an employee.

  • The employee gives the reasons for the dismissal in writing.


  • The Disciplinary Enquiry Procedures

  • The employee issues a notification of the enquiry in writing.

  • The employee acknowledges receipt of the document by signing it. If the employee refuses to sign the report, a witness may sign that the employee has receive the news.

  • The Chief Executive Officer of the SayPro appoints a chairperson for the disciplinary enquiry.

  • The people at the enquiry are:

    • The chairperson

    • The complainant

    • The employee

    • A note-taker (if require)

    • A translator (if require)

    • A representative for each party (if require)

    • Any witnesses Calle.

  • The chairperson opens the disciplinary enquiry by reading out the issues of allege misconduct or poor performance.

  • At the enquiry, both parties allowed to present their cases, call witnesses, and ask any questions of any witness Calle.

  • The chairperson makes an objective finding base on the facts. The Disciplinary Enquiry may require that the hearing adjourned, before the outcome given, for consideration of the truth.

  • If the employee is found guilty of the offence, both the employee and the complainant allowed to present arguments in mitigation and aggravation, respectively. These arguments may request in writing.

  • The entire proceeding accurately recorded through contextual minutes taken by a neutral person. Either or both parties may tape the proceedings if desire.

  • Witnesses may question and cross-examine telephonically, through a speakerphone, if it unreasonable in the circumstances for them to present at the enquiry.

  • The outcome may give in writing circumstances require this.

  • In the interest of the employee and the company, the manager may deem it necessary to suspend am employee pending the outcome of an enquiry. If conducted, the employee suspended on full pay until the situation has resolve.


  • The Appeal Procedures

  • If an employee gets a dismissal, they remind of their right to appeal

  • The appeal aims to test the correctness of the enquiry chairperson’s findings base on the information that was presented to him or her at the enquiry.

  • The appeal lodge within seven days of the outcome of the disciplinary enquiry.

  • The appeal heard at a mutually convenient time within fourteen days from the date the petition lodge. The time parameter may adjust through the agreement between the relevant parties.

  • The appeal hearing NOT a re-hearing of the enquiry. It an examination of the written evidence given at the question.

  • No new evidence considered at the appeal hearing unless exceptional circumstances prevented the evidence from made available at the original enquiry.


See SayPro Other Policies

Share on facebook
Share on twitter
Share on linkedin
Share on pinterest

Leave a Comment

error: Please note copying is not allowed and not healthy for you. SayPro
Subscribe to our newsletter

Sign up to receive updates, promotions, and sneak peaks of upcoming products. Plus 20% off your next order.

Promotion nulla vitae elit libero a pharetra augue