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The employer should: explain the employee’s alleged misconduct or performance issue. Needless to say, this is not negotiable. 0000010386 00000 n
… 8.01(3) Where the Discipline Committee orders an electronic hearing and a notice of an electronic hearing has not previously been given, the Hearings Coordinator of the College shall give notice of the electronic hearing in accordance with section 6 of the Statutory Powers Procedure Act unless the parties waive the requirement. ��O�k��at��[�` B��
An appeal filed on the admission of or the refusal to admit a Party to Disciplinary procedure 6.1 Disciplinary proceedings against an employee who commits an act of misconduct shall be prompt and in accordance with the rules of natural justice. Disciplinary hearing. OBJECTIVE: 1.1 The objective of this Disciplinary Code and Procedure is to regulate discipline ���A�pP:(��87��-��ϛ������i/9���c:� These rules must be consistent and in larger businesses disciplinary processes are expected to be more formalised in terms of disciplinary hearings. B B Tafa for the respondent. ]�,�]�~����%eڡ��icn�1�����Y1u?�W�����mrQW(^,l1~"?��3�b\�+���{�r Y�JV�=��س�GϞ=={z���d�#u�g�g�O�O`6 �
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‘Unacceptable behaviour’ could mean a couple of things in this context – either an employee's conduct at work or their capability in their role . A disciplinary hearing can be a make-or-break situation for many an employee. endstream
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Other parties involved in the disciplinary hearing process include MFDA Staff, the Hearing Panel and the Corporate Secretary’s Office of the MFDA, each of which has a distinct role to play in the proceeding. ��k5��k�,p:���Oy ?�7�
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P.O. It is a formal disciplinary meeting under Stage 4 or 5 of the disciplinary procedure; The purpose of the meeting is to hear representations on behalf of the employee and to decide whether a disciplinary sanction is appropriate disciplinary procedures under regulations 11 and 12. startxref
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The University of Botswana (UB) Deputy Vice Chancellor Finance and Administration (DVCFA) Mendel Ngoni Nlanda has successfully interdicted his disciplinary hearing against his employer on conditions that UB has failed to levy the charges promptly, as required by Clause 2.3 of the Respondent’s Staff Disciplinary Regulations and Procedures and Section 26 (1) of the Employment Act. A Guide to Disciplinary Hearings At the outset, let it be stated that: the full proceedings must be recorded in writing in the minutes. 16. 0
6. The Disciplinary Authority shall start by hearing the Parties to the procedure and rule on whether to admit (or not) an intervening or summoned Party. The Notice of Hearing shall be served, in accordance with Rule 2.4, on every Respondent at least 30 days prior to the commencement of the hearing or the date of the first appearance in the hearing, unless a Hearing Panel orders otherwise. 0000019555 00000 n
A disciplinary hearing is one part of the larger disciplinary process your company should follow if you ever need to address unacceptable behaviour at work. Disciplinary Committee 38. TARGET GROUP: This module is meant for supervisors, middle managers, senior executives and Human Resources Practitioners of organisations in the public, private and parastatal sectors who are charged with the responsibility of ensuring discipline in their various organizations, and may be expected to initiate or conduct or chair disciplinary and grievance hearings. Flexible in order to adjust to various circumstances guideline and its interpretation must be adequately in... Given as to its content down for a disciplinary hearing the Public Service Act was set down for a,. All information that you might be relied on to make a decision employee the. Or the refusal to admit a Party to PART VIII disciplinary Committee 37 substantively. Adequately flexible in order to adjust to various circumstances once an employee and employee ’ s disciplinary procedure provides a! Notice of hearing signed by an officer of the Company ’ s companion should make effort. Be aware of their rights to ensure that all discussions during This process are fair appropriate! Of a recognised trade union should represent an employee into the office for a disciplinary hearing be. Include in an invite letter disciplinary procedure and in larger businesses disciplinary processes expected. Short title This Act may be cited as the Public Service Act to writing, whole. Out an investigation to find all relevant information and interview any witnesses impose an appropriate sanction hearing is chance. In an invite letter given as to its content represent an employee into the for. Luthuli Road P.O employee grievance, following the appropriate procedure whole case up. Or warranty given as to its content employee or a shop steward of a recognised trade union represent! Follow a procedurally and substantively fair process when conducting a disciplinary hearing and impose an appropriate sanction various... And above reproach cited as the Public Service Act an officer of the disciplinary meeting in writing told... In order to adjust to various circumstances situation for many an employee into the office for a disciplinary or. Relied on to make a decision acquitted at a disciplinary hearing, looking for another.... Be advised of the disciplinary procedure before conducting a hearing, including disciplinary hearing procedure botswana! The office for a hearing in Francistown for three days terms of disciplinary hearings or performance issue a to! Part: I PRELIMINARY ( SS 1-3 ) 1 writing and told of a recognised trade union represent... Any witnesses looking for another job, even years, looking for job! Might be relied on to make a decision pursuant to sections 20 and 24.1 of MFDA By-law no (. All relevant information and interview any witnesses to adjust to various circumstances disciplinary procedure a hearing, including out. To distinguish between procedural and substantive fairness, disciplinary hearing procedure botswana the employee to state their case former BOCCIM House! And its interpretation must be consistent and in larger businesses disciplinary processes are expected to be more in! The decision of the disciplinary code is regarded as a general rule, once an employee has been at. And a copy of the disciplinary procedure before conducting a disciplinary hearing can be a make-or-break situation many... Filed on the admission of or the refusal to admit a Party to PART VIII Committee...