Chapter 39 – Disciplinary Hearings While serious misconduct may merit dismissal, no dismissal can be found to be fair if it is not adjudged to be procedurally fair. If the accused employee is not given a fair opportunity to defend himself or herself – a dismissal for misconduct cannot be found to be procedurally fair. In […]
Chapter 38 – Progressive Discipline In the workplace, gross misconduct, such as, for example, selling of drugs to clients or colleagues; serious dishonesty; competing with one’s employer; illegal acts; assault and serious cases of bringing the employer’s name into disrepute – may merit dismissal after a first offence, provided that the circumstances merit it and […]
Chapter 37- Dealing with Misconduct When it comes to dealing with workplace misconduct, it is important for the employer to devise a policy that clarifies what misconduct means in the employer’s workplace and ensure that every employee fully understands what constitutes misconduct in the employer’s context. Generally speaking, misconduct in the work context is defined […]
