DEPARTMENTAL PURPOSE & OBJECTIVES. Decentralise the function to institution level as per relevant legislation (PSCBC Resolution 2/99) Adequately equip managers with knowledge of relevant legislation and terminology.
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An appeal, a process by which a person applies to a higher authority than the one who gave the sanction. In such an application, the person will usually ask for the finding and sanction to be set aside or reduced.
Point in Limini
The purpose of discipline: it is essentially:
FUNCTIONS : WCED [DIRECTORATE : LABOUR RELATIONS]
PSCBC RESOLUTION 2 OF 1999
qMANAGE DISCIPLINE AT WORKPLACE
qENSURE THAT CORRECT PROCEDURES ARE FOLLOWED ACCORDING TO RELEVANT LEGISLATION AND/OR COLLECTIVE AGREEMENTS
qDISTINGUISH BETWEEN THE DIFFERENT
FUNCTIONS OF ROLEPLAYERS
REPRESENTATION OF MEMBERS
- ELECTED SHOPSTEWARDS TO REPRESENT WORKERS IN THE WORKPLACE IN RESPECT OF INDIVIDUAL DISCIPLINARY PROCEDURES (COLLECTIVE AGREEMENTS)
IN ADDITION TO THE ABOVE, THE EMPLOYEE MAY BE REPRESENTED BY A FELLOW EMPLOYEE OR A REPRESENTATIVE AS STIPULATED.
1.TO BE REPRESENTED AT THE
2.AUDI ALTERAM PARTEM RULE;
APPROPRIATE SANCTIONS / CHOOSING THE APPROPRIATE PROCEDURE
THE SERIOUSNESS OF THE OFFENCE DETERMINES THE LEVEL OF ENTRY
Below please find a list that you consider necessary to have an effective counselling session.
qCounselling is one step up in formality from informal advice and correction
qCounselling would normally take place in a semi-formal venue such as the supervisors office
qCounselling must be initiated by way of a written notification – there is no prescribed form but the notification should set out the perceived area of poor performance.
qIn counselling it may be that more than one person would be there on behalf of the employer
qThe employee should be advised of his/her right to have his/her trade union representative present
q discipline at workplace effectivelyIn the counselling session the employee should be told which standard he/she is not attaining and/or which rule he/she is breaching
qIt should be pointed out to the employee in what respect he/she is failing to attain the standard
qThe employee should be asked to identify obstacles as to why he/she cannot attain the standard
qA formal programme of training and counselling should be developed to assist the employee
qThere may be one or a number of counselling sessions depending on the nature of the offence
qAn employee should be warned that if at an appropriate stage there is no improvement in performance it could lead to further steps
qA record should be made and kept of the counselling session
qThe employee should be encouraged and motivated to attain the standard