A Guideline which can be Adapted Wherever You Are in the World.
The specific details of a disciplinary code of good practice may vary depending on the size, nature, and industry of the employer. In South Africa, for example, the Labor Relations Act (LRA) and its associated Code of Good Practice on Dismissal provide a framework for disciplinary procedures. According to the Labor Guide South Africa, 'the Code of Good Practice on Dismissal' in South Africa provides guidelines for fair and just dismissal, but does not replace or supersede any collective agreements or joint decision-making processes.
Key Components of a Disciplinary Code of Good Practice
- Disciplinary Rules
- Fair Procedures
- Trade Union Representation
- Progressive Discipline
- Reason for Dismissal
- Fair Investigation
- Employee's Right to Be Heard
- Consideration of Alternatives
Examples of Serious Misconduct:
- Gross dishonesty
- Willful damage to the employer's property
- Willful endangering of the safety of others
- Physical assault on the employer, a fellow employee, client, or customer
- Gross insubordination.
Importance of a Disciplinary Code of Good Practice:
- Fair and Consistent Discipline
- Protection of Employees
- Improved Workplace Culture
- Reduced Legal Risks