Workplace Investigations and Disciplinary Procedure

The programme

Programme overview

The purpose of a disciplinary code and procedure training is to regulate standards of conduct and incapacity of employees within a company or organisation. The aim of discipline is to correct unacceptable behaviour and adopt a progressive approach in the workplace.

Many organisations have costly compensation orders from the CCMA due to lack of adequate knowledge and skills amongst some Line Managers and HR staff that are not complying with legislation regarding disciplinary matters. The holistic approach and comprehensive perspective of this course gives detailed insight into discipline in the workplace. This course will equip line managers and HR staff on how to effectively chair a disciplinary hearing. Many organisations hire expensive legal consultants to chair their disciplinary hearings.

Ratomac Workplace Investigations and Disciplinary Procedure Training will give your organisation the skills to professionally chair a disciplinary hearing. This course gives a practical hands-on approach to chairing disciplinary hearings in your workplace. The course focuses on how to conduct disciplinary hearings in line with the principles of fairness and equity as envisaged by the Labour Relations Act and the current Code of Good Practice: Dismissal. Sanctions for misconduct issues of absenteeism, intoxication on duty, theft and many other types of misconduct are dealt with from the perspective of what is acceptable for chairpersons to hand down as per the relevant case law and the CCMA’s guidelines.

Who should attend

Who is this programme for?

• Human Resource Managers
• Employment Equity Managers/Coordinators
• Skills Development Facilitators
• Transformation Managers
• Training and Development Officers
• Labour Relations Officers
• Senior Managers and Executives
• Compliance and Legal Professionals

Learning outcomes

What you will learn

• Understand the organizational and legal framework governing South African labor law, including the unified Code of Good Practice: Dismissal
• Conduct fair and impartial workplace investigations following progressive discipline standards
• Prepare comprehensively for disciplinary hearings, ensuring both substantive and procedural fairness
• Conduct disciplinary hearings effectively in accordance with legislative prescripts
• Develop executive-level skills for the professional chairing of hearings and formulating defensible outcomes
• Enhance organizational compliance to mitigate dispute risks and reduce CCMA litigation costs

Explore the programme

Detailed programme outline

• The difference between poor performance issues and misconduct issues is explained in terms of how each are handled, applying the current Code of Good Practice: Dismissal (effective September 2025, which replaced the previous Schedule 8 framework)
• Procedure for instituting disciplinary action and applicable timeframes is explained in terms of the organisation's procedures and legal requirements
• Role players in the disciplinary process and their roles and rights are explained in terms of the organisation's procedures and legal requirements
• Statements are taken that meet legal and organisation requirements
• The investigation is conducted in a fair and impartial manner
• The various options open is discussed with relevant specialists and a way forward with the disciplinary action is decided upon in terms of the organisation's disciplinary procedure
• Where no further action is required, the paperwork is completed and forwarded/filed according to organisational requirements
• Verbal/written notification to employees undergoing a hearing is given in terms of organisational prescripts
• The employee is notified of his/her rights regarding the hearing in terms of legal and organisational requirements
• The required information is identified and given to the employee prior to the hearing in terms of legal and organisational requirements
• Preparation for the hearing in terms of human and physical resources is carried out and meets the requirements of the organisation
• Internal and external resources available to help with the process/decision making are identified in terms of organisational policy
• The roles of all parties in the process are clarified at the start of the hearing in terms of legal and organisational requirements
• The disciplinary hearing is conducted in a manner that meets all legal and organisational requirements
• A decision is concluded meeting the requirements from both a legal and organisational perspective, aware of current CCMA case law such as De Wet v CCMA, which confirmed that delays in taking disciplinary action are not automatically unfair and that fairness depends on context, the nature of the allegations, and employer justifications
• The process meets procedural requirements from both a legal and organisational perspective
• A decision is made, and the employee is advised of the decision following legal and organisational requirements
• All relevant role players are notified of the decision in a manner that ensures all the legal and organisational requirements are met

Learning approach

How you will learn

Our diverse instructional approaches ensure effective learning:

– Lectures & Presentations: Engage with expert-driven, stimulating content.– Course Material: Access well-crafted supporting resources.– Group Work: Collaborate on discussions and case studies for practical insights.– Workshops & Role-Play: Participate in immersive, scenario-based activities.– Practical Application: Focus on applying theoretical knowledge in real situations.– Post-Training Support: Receive extensive support after training for skill implementation.

Discuss your requirements

Dates, duration & arrangements

Contact Ratomac to confirm dates, duration, delivery format, entry requirements and any applicable assessment or certification before booking.