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It emphasizes prompt, fair, and consistent discipline, grounded in the Labour Relations Act 1995 with reference to Schedule 8 and fair labour practices. The framework outlines escalating measures including verbal warnings, written warnings with validity periods, final written warnings, dismissal triggers, hearing notice requirements, representation rights, and precautionary suspension for alleged serious misconduct.",{"@graph":63,"@context":119},[64,80,102],{"@type":65,"itemListElement":66},"BreadcrumbList",[67,71,74,77],{"item":68,"name":69,"@type":70,"position":9},"https://docshare.wps.com","Home","ListItem",{"item":72,"name":10,"@type":70,"position":73},"https://docshare.wps.com/template/",2,{"item":75,"name":51,"@type":70,"position":76},"https://docshare.wps.com/template/general/",3,{"item":78,"name":59,"@type":70,"position":79},"https://docshare.wps.com/template/model-disciplinary-code-and-grievance-procedure/172893/",4,{"url":78,"name":59,"@type":81,"image":82,"author":87,"headline":59,"publisher":90,"fileFormat":93,"inLanguage":57,"description":61,"dateModified":94,"datePublished":95,"encodingFormat":93,"isAccessibleForFree":96,"interactionStatistic":97},"DigitalDocument",{"url":83,"@type":84,"width":85,"height":86},"https://docshare.wps.com/thumbnails/model-disciplinary-code-and-grievance-procedure/172893.png","ImageObject",442,249,{"name":88,"@type":89},"Melati","Person",{"url":68,"name":91,"@type":92},"DocShare","Organization","application/vnd.openxmlformats-officedocument.wordprocessingml.document","2026-09-27","2026-09-01",true,{"@type":98,"interactionType":99,"userInteractionCount":101},"InteractionCounter",{"@type":100},"ViewAction",7,{"@type":103,"mainEntity":104},"FAQPage",[105,111,115],{"name":106,"@type":107,"acceptedAnswer":108},"What is the purpose of this disciplinary code and grievance procedure?","Question",{"text":109,"@type":110},"It provides guidelines for applying discipline to correct conduct violating employer codes and for ensuring good order, efficient functioning, and prompt, fair, consistent handling. It also offers employees a quick reference for disciplinary and grievance procedures.","Answer",{"name":112,"@type":107,"acceptedAnswer":113},"How is discipline intended to be applied according to the principles?",{"text":114,"@type":110},"Discipline is primarily corrective rather than punitive and functions as a management responsibility, with possible external support.",{"name":116,"@type":107,"acceptedAnswer":117},"When can dismissal occur under the procedures?",{"text":118,"@type":110},"Dismissal may be effected when repeated warnings were issued without improvement, when a final written warning has been issued, or when serious misconduct has been committed.","https://schema.org",{"og:url":78,"og:type":121,"og:title":59,"og:site_name":91,"og:description":61},"article",{"robots":123,"canonical":78},"index,follow",{"doc_id":125,"site_id":56},172893,1788297412,{"code":4,"msg":5,"data":128},{"doc_id":125,"user_id":129,"nickname":88,"user_avatar":130,"doc_module":9,"category_id":50,"category_name":51,"doc_title":59,"doc_description":61,"doc_content":131,"file_id":132,"file_url":133,"file_type":134,"file_size":135,"view_count":101,"is_deleted":4,"is_public":9,"is_downloadable":9,"audit_status":9,"page_count":30,"language":136,"language_code":57,"site_id":56,"html_lang":57,"table_of_contents":137,"faqs":138,"seo_title":139,"seo_description":61,"update_tm":126,"read_time":140},962085570644,"https://ap-avatar.wpscdn.com/davatar_994ba38a5ba835b3df7d355c54d3ed8d","Model Disciplinary Code and Grievance Procedure\nDISCIPLINARY CODE AND GRIEVANCE PROCEDURE\nPURPOSE\n1.1 To provide a set of guidelines which will be applicable to all employees and which will \u000bguide action taken by the employer to correct behaviour which contravenes the codes, rules and standards of the employer.\n1.2 To promote good order and efficient functioning of the employer.\n1.3 To ensure that discipline is applied in a prompt, fair and consistent manner.\n1.4 To provide employees with a quick and easy guide to disciplinary and grievance procedures.\nPRINCIPLES APPLICABLE\n2.1 Discipline is primarily a corrective measure and not a punitive one.\nDiscipline is a management function, although external support may be obtained.\nCODES, RULES AND STANDARDS\n3.1 This code and procedure must be interpreted in accordance with the spirit and letter of provisions of the Labour Relations Act 1995 (LRA) with particular reference to Schedule 8 thereof, which promotes fair labour practices.\n3.2 Employee conduct which may warrant disciplinary action is listed in Annexure A. The list is not exhaustive. Management may discipline any employee in respect of any other conduct if the employee knew, or ought reasonably to have known, that the conduct constituted grounds for disciplinary action.\n3.3 The recommended sanctions in Annexure A are guidelines only and may be departed from in appropriate circumstances.\n3.4 Where applicable, the incident giving rise to the hearing shall be investigated to determine whether there are sufficient grounds to warrant taking disciplinary action against the employee.\nPROCEDURES\nDiscussion / verbal warning\nIn the event of minor offences on the part of an employee, the disciplinary action will be a verbal warning coupled with an instruction from the employee’s superior to correct his/her behaviour.\nA record that such verbal warning or warning has been issued should be kept by the manager/supervisor concerned and recorded on Template: Record of Disciplinary Sanction.\nDepending on the nature of the transgression, it will be in the discretion of the manager/supervisor concerned to decide on the number of verbal warnings to be issued to an employee.\n4.2 Written Warnings\nIf a verbal warning fails to correct an employee’s conduct, or if the conduct warrants a written warning without a prior verbal warning, the person in authority to exercise discipline may give the employee a written warning.\nThe written warning may be in the form of the Template: Record of Disciplinary Sanction.\nIn the event of the employee refusing to sign receipt of the written warning, a witness will be called upon to sign confirming that the warning has been issued to the employee and that the employee has refused to acknowledge receipt thereof.\nThe written warning may be filed in the employee’s personal file.\nA written warning remains valid for six (6) months.\nIf during the 6-month period the employee commits a further transgression of a similar nature, the written warning may be taken into account in deciding an appropriate sanction.\n4.3 Final Written Warnings\nIf the employee has one or more previous written warnings, which is/are still valid, or it is appropriate for a final warning to be given without previous written warnings, the person in authority to exercise discipline may give the employee a final written warning for further misconduct that warrants further disciplinary action.\nThe final written warning may be in the form of the Template: Record of Disciplinary Sanction.\nIn the event of the employee refusing to sign receipt of the written warning, a witness will be called upon to sign confirming that the warning has been issued to the employee and that the employee has refused to acknowledge receipt thereof.\nThe written warning may be filed in the employee’s personal file.\nA final written warning remains valid for twelve (12) months.\nIf during the 12-month period the employee commits a further transgression of a similar nature, the final writ","cbCaioib4PBPHOKO","https://ap.wps.com/l/cbCaioib4PBPHOKO","docx",70796,"English","# Purpose\n# Principles Applicable\n# Codes, Rules and Standards\n# Procedures\n## Discussion / verbal warning\n## Written Warnings\n## Final Written Warnings\n## Dismissal\n# Disciplinary Procedure\n## Notice of hearing\n## Precautionary Suspension","[{\"question\":\"What is the purpose of this disciplinary code and grievance procedure?\",\"answer\":\"It provides guidelines for applying discipline to correct conduct violating employer codes and for ensuring good order, efficient functioning, and prompt, fair, consistent handling. It also offers employees a quick reference for disciplinary and grievance procedures.\"},{\"question\":\"How is discipline intended to be applied according to the principles?\",\"answer\":\"Discipline is primarily corrective rather than punitive and functions as a management responsibility, with possible external support.\"},{\"question\":\"When can dismissal occur under the procedures?\",\"answer\":\"Dismissal may be effected when repeated warnings were issued without improvement, when a final written warning has been issued, or when serious misconduct has been committed.\"}]","Model Disciplinary Code and Grievance Procedure | DOCX",6]