ABSTRACT
The disciplinary procedures should not be viewed primarily as a means of punishment or of imposing sanctions, rather they should be seen as a way of helping and encouraging improvement amongst employees whose conduct or performance is unsatisfactory. Discipline should be more about improving conduct, behaviour or performance and less about punishment. Gross misconduct is conduct so bad that it enables the employer to dismiss for a first offence. In such situations, an independent investigating officer could be appointed, or alternatively if the manager is involved in the investigation, a separate manager should conduct the disciplinary hearing and make the decision. Where matters are more serious or where informal warnings have not been successful, managers should consider taking formal disciplinary action. Employees have a right to be accompanied at a formal disciplinary hearing.
