The success of a healthy employer/employee relationship is based on mutual benefits, respect and trust. However, the employer has the right to exercise control in the workplace by implementing rules, applying progressive discipline, and holding disciplinary hearings when offences are serious. An employer cannot dismiss an employee under any circumstances without first holding a disciplinary hearing. This ensures that the procedure followed is fair, and that there is substantive evidence that may justify the employee’s dismissal. There are five factors, highlighted in this article, which influence the outcome of a disciplinary hearing.

Success factor #1: Timely scheduling and completion

Success factor #2: Proper examination of facts

Success factor #3: Weigh the seriousness of the offense

Success factor #4: Impartial assessment

Success factor #5: Follow fair procedure

Labour legislation stipulates that a strict procedure must be followed when conducting disciplinary hearings. The employer must be able to prove:

• That a disciplinary hearing was held.
• That the employee was notified in writing at least 48 hours (excluding weekends and public holidays) before the hearing in order to prepare.
• That the documentation contained all the necessary information as required by law (notice to attend the hearing and a procedural application form).
• That the chairperson was knowledgeable and impartial.
• That the employee was given every opportunity to prepare for the hearing and defend his/her case.
• That both aggravating and mitigating circumstances were considered.
• That the outcome is based on the facts as presented during the hearing.
• That the sanction was appropriate in accordance with the offense.
• That the chairperson compiled a written report of the hearing and its outcome.
• That the employee received the outcome in writing.

The investigation is a vital part in the disciplinary process.

Keep the following in mind when conducting an investigation:

• It is important to establish when the alleged misconduct took place, where it happened and exactly what happened.

• Make sure allegations are not malicious and there is sufficient evidence to support every alleged offence.

• Investigate all surrounding circumstances to allegations and whether there were any witnesses.

• Assess the circumstances that led to the misconduct.

• Evaluate if the proof is sufficient to prove the employee’s guilt.

• Find out if anyone else was involved. Workplace rules must be applied consistently – if two employees were fighting, both must be disciplined.

• If goods were stolen or property was damaged, determine the value thereof. If the employer is alleging that the company suffered reputational damage, make sure there is sufficient evidence to support this.

• If possible, try to obtain video footage or pictures of the broken equipment or of the employee committing the misconduct.   

• Interview the employee to establish what happened and document or record their response to the allegations.

• Obtain witness statements.

• Establish whether there are any previous warnings on file and if there are, which warnings are still valid.

• Any other applicable information which provides full details of the misconduct.

Formulate the charges

It is important that employers deal with issues in the workplace as quickly and effectively as possible, whilst taking care to act objectively and consistently. There is no specified period for completion of an internal disciplinary investigation. Preferably, an investigation must be without any delay and not unnecessarily dragged out. An investigation depends on the nature and complexity of the case, the amount of evidence, and the availability of witnesses and other evidence.

What about suspension?

An employer is entitled to suspend an employee on a precautionary basis pending an investigation, especially if there is a possibility that the employee can interfere with the investigation in any way.   Take note that precautionary suspension is with full pay and benefits and that the employee is not being punished.  Employers should take care to always follow the correct procedures, especially when applying discipline in the workplace.

The Occupational Health and Safety Act places an explicit obligation on the employer to create and maintain a safe and healthy workplace.  It is undoubtedly in the employer’s interest to consistently apply good hygiene in the workplace.

Statistics associated with workplace hygiene are as follows:

• The average desk harbours 400 times more bacteria than a toilet seat. Regular hand washing and sanitising can decrease illness.

• According to Occupational Care South Africa (OCSA) absenteeism costs the South African economy between R 12- 16 billion annually.

Good hygiene in the workplace contributes to:

• Continuity of human resources – when an employee takes sick leave, it undoubtedly impacts on the workload of other employees. The employer does not necessarily have spare capacity to address the situation and this puts pressure on the employer’s business activities

• Saving costs by taking less sick leave – the employee is entitled to paid sick leave when he/she is unable to work due to a medical condition. When absenteeism is reduced, the employer saves money.

• Heightened productivity by counteracting presenteeism – the term “presenteeism” refers to when employees show up for work while they are ill and this leads to loss of productivity, making mistakes, etc.

• Improved morale and employee wellness.

• A positive image in respect of suppliers, customers and investors.

Be proactive and maintain good hygiene in the workplace:

• Implement a hygiene policy.

• Create awareness among employees of the benefits of good hygiene.

• Cultivate good habits (regular handwashing) and make it easier for employees to practice good hygiene by installing handwashing stations and/or hand sanitisers.

• Provide a clean restroom that is well stocked with soap, toilet paper and hand towels.

• Ensure the workplace is cleaned regularly.