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How to conduct and manage a Disciplinary Hearing

Conduct a disciplinary hearing
Course Prerequisites:
It is assumed that people starting to learn towards this standard are able to: Explain and apply labour ... Show More
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Course Schedule

Upcoming dates for How to conduct and manage a Disciplinary Hearing

Purpose of the unit standard

This unit standard is intended for line managers and human resources practitioners who may be called upon to chair disciplinary hearings. Persons accredited with this unit standard are able to effectively handle hearings and reach reasoned decisions on the basis of evidence presented.

Course Content

Specific Outcome 1: Conduct and manage the hearing

  • Employee is properly and clearly informed of the allegation and of his/her rights
  • Relevant questions are asked to ensure that proper procedure was followed prior to the hearing
  • The hearing is conducted in a firm and procedurally fair manner
  • Relevant questions for clarification (not in prosecution) are asked
  • Behavior is free of bias towards any party

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Specific Outcome 2: Implement procedure to handle non-dismissible offences

  • All evidence is efficiently summarized, considered and weighed in terms of probability
  • Decision is based on analysis of the evidence
  • Decision is clearly communicated to the parties
  • Clear reasoning is provided for the decision.

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Specific Outcome 3: Hear pleadings

  • Parties are granted sufficient opportunity to plead mitigation or aggravation.
  • If necessary, information regarding mitigating and aggravating circumstances is elicited.

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Specific Outcome 4: Take a decision as to sanction.

  • All relevant factors are considered and carefully weighed.
  • Clear reasoning is demonstrated for reaching final decision.

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Specific Outcome 5: Inform employee of and record decision

  • All relevant factors are considered and carefully weighed.
  • Employee is verbally informed, in clear terms, of decision.
  • Decision is properly substantiated.
  • Employee is informed of his/her rights in this regard.

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Specific Outcome 6: Ensure that proceedings and decisions are recorded.

  • All relevant factors are considered and carefully weighed.
  • Employee is verbally informed, in clear terms, of decision.
  • Decision is properly substantiated.
  • Employee is informed of his/her rights in this regard.

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CTU Training Solutions , Updated: July 17th, 2019

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The course information above is subject to change without notification due to market trends in the industry, legislation and/or programme version updates. Terms and Conditions

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