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  • In This Issue - geo.org.za · The onus of proof in disciplinary hearings falls on the initiator’s (employer’s) shoulders. As such, the initiator is required to present a convincing
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TIPS FOR INITIATORS AT DISCIPLINARY HEARINGS (Enquiries) GEO officials chair over two hundred disciplinary hearings per month. Chairpersons are required to act impartially and cannot assist the initiator or employee in presenting their respective cases. The onus of proof in disciplinary hearings falls on the initiator’s (employer’s) shoulders. As such, the initiator is required to present a convincing case to the chairperson. The standard of proof in disciplinary hearings is “on a balance of probabilities”. Although this is a lesser standard than expected in criminal cases (“beyond a reasonable doubt)”, the initiator is still required to present a strong enough case for the chairperson to find an employee guilty of the allegations against him. Initiators are therefore required to present a substantially convincing case, with sufficient evidence for the chairperson to be convinced that it is very likely that the employee is guilty of the allegation(s). As the chairperson has to remain non-partisan. It sometimes happens that a chairperson must find an errant employee not guilty because the initiator has failed to present a substantially convincing case. THE FOLLOWING TIPS WILL ASSIST Investigate incidents of misconduct thoroughly Establish where, when and how the incident took place. Interview the employee and get a statement. Establish what evidence is available (tracking records, invoices, receipts, policies, procedures, physical evidence, and video and sound recordings, etc.). Secure the evidence. Establish if there are witnesses and obtain written statements from them. Remember, the witnesses must testify at the hearing. It is not sufficient to simply present their statements. Check the employee’s disciplinary record. Ask whether the employee has committed an offence that should go to a hearing or does the offence merely require the issuing of a further, more serious warning. Prepare properly before the hearing Draft proper allegations that contain a full description of the allegation(s) and the date and time that the offence(s) occurred. Ensure that the Chairperson, date and time of the disciplinary hearing has been timeously arranged. Serve the Notice of the Disciplinary Hearing on the employee and ensure that sufficient notice of the hearing is given (usually not fewer than 48 hours). Prepare questions for your witnesses. Meet with your witnesses and prepare them for the hearing. Prepare questions for the accused employee and any possible witnesses that he/she may call. Prepare a bundle of documents with the documentary evidence that you intend to lead. Paginate the bundle of documents and make extra copies for the chairman and the employee. Prepare the facts that you intend to present in aggravation (previous warnings, a statement on why the employment or trust relationship has been destroyed, damage caused, loss to the employer, etc). Ensure that your bundle of documents contains inter alia: - The employee’s contract of employment. - The company rules.Relevant policies and procedures. - Evidence of the misconduct (tracking reports, clocking report, invoices, etc.). - Copies of previous warnings. - Witnesses and employee’s statements. At the disciplinary hearing Do not be too concerned about the procedure that will be followed during the hearing. The Chairman will guide the process and give you ample time to present your case. Ensure that you have your bundle of documents (and copies), evidence (video footage, documents, etc) and witnesses available. Present your evidence in a chronological order. In other words, present the evidence and call your witnesses to testify in a logical sequence. This will help the chairperson understand your case and in all probability find that you have proved on a balance of probabilities that the employee is indeed guilty of the allegation(s) against him/her. Follow these tips and you should present a convincing case at your next disciplinary hearing. Regards Andre Rabe GEO Chairman 0861 436 436 Although the POPI Act was signed into law a few years ago, it has taken some time for the Information Regulator to be appointed and for the POPI regulations to be published. These were published in the Government Gazette on 14th December 2018 42110, RG 10897, GN 1383. Section 114 (1) of the Act states that: "All processing of personal information must within one year after the commencement of this section be made to conform to this Act". Essentially, this means that all businesses must be compliant by the end of 2019. Responsible persons* that fail to comply with the POPI Act stand to be fined up to R10 000 000 or face 10 years in prison. A “responsible person” means a public or private body or any other person which, alone or in conjunction with others, determines the purpose of and means for processing personal information. Ultimately the person held responsible will be the Managing Director or CEO of the errant company. The GEO has spent the better of 2018 designing a POPI implementation process and is ready to provide this to members that are not POPI compliant. 18-11-2019 Contact us: Email: [email protected] Telephone: 0861 436 436 In This Issue An “Initiator” presents the employer’s case at a disciplinary hearing and is required to present a strong enough case for the chairperson to find an employee guilty of the allegations against him. Unfortunately, not all initiators are properly prepared when presenting the company’s case. Andre Rabe, CEO, offers some tips that will assist initiators to present a substantially convincing case at Disciplinary Hearings ___________________ GEO members are advised to subscribe to the CIRIS internet labour law advice site. It provides valuable information on all matters related to Labour Law. Contact Andre Rabe on 0824910708 or email him on [email protected] ___________________ Visit our site: www.geo.org.za CIRIS website: www.cirisonline.net E-LEARNING – INITIATING DISCIPLINARY HEARINGS We have designed an E- Learning course covering how to initiate professional disciplinary hearings. The online course is designed for any manager or supervisor that may be required to act as an initiator in disciplinary hearings. The benefits of this online course are: -Cost effective no venue, food or travelling costs; -Learner paced delegates work through the material at their own speed; -No work disruption delegates at work; -Convenient delegates can pause or continue the course at any stage; -Multiple devices the course can be paused and continued on other devices e.g. home PC or smart phone; -Content can be downloaded; -Content can be customised; -Learner progress is monitored and reports provided. To see a demo of the course select the following link: E-Course Initiating Disciplinary Hearings - Power Point To access the course contact Andre Rabe on 082 491 0708 or email: [email protected]

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Page 1: In This Issue - geo.org.za · The onus of proof in disciplinary hearings falls on the initiator’s (employer’s) shoulders. As such, the initiator is required to present a convincing

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Newsletter-GEOGuardianEmployersOrganisation

TIPSFORINITIATORSATDISCIPLINARYHEARINGS(Enquiries)

GEOofficialschairovertwohundreddisciplinaryhearingspermonth.Chairpersonsarerequiredtoactimpartiallyandcannotassisttheinitiatororemployeeinpresentingtheirrespectivecases.

Theonusofproofindisciplinaryhearingsfallsontheinitiator’s(employer’s)shoulders.

Assuch,theinitiatorisrequiredtopresentaconvincingcasetothechairperson.Thestandardofproofindisciplinaryhearingsis“onabalanceofprobabilities”.Althoughthisisalesserstandardthanexpectedincriminalcases(“beyondareasonabledoubt)”,theinitiatorisstillrequiredtopresentastrongenoughcaseforthechairpersontofindanemployeeguiltyoftheallegationsagainsthim.Initiatorsarethereforerequiredtopresentasubstantiallyconvincingcase,withsufficientevidenceforthechairpersontobeconvincedthatitisverylikelythattheemployeeisguiltyoftheallegation(s).Asthechairpersonhastoremainnon-partisan.Itsometimeshappensthatachairpersonmustfindanerrantemployeenotguiltybecausetheinitiatorhasfailedtopresentasubstantiallyconvincingcase.

THEFOLLOWINGTIPSWILLASSIST

Investigateincidentsofmisconductthoroughly

Establishwhere,whenandhowtheincidenttookplace.Interviewtheemployeeandgetastatement.Establishwhatevidenceisavailable(trackingrecords,invoices,receipts,policies,procedures,physicalevidence,andvideoandsoundrecordings,etc.).Securetheevidence.Establishiftherearewitnessesandobtainwrittenstatementsfromthem.Remember,thewitnessesmusttestifyatthehearing.Itisnotsufficienttosimplypresenttheirstatements.Checktheemployee’sdisciplinaryrecord.Askwhethertheemployeehascommittedanoffencethatshouldgotoahearingordoestheoffencemerelyrequiretheissuingofafurther,moreseriouswarning.

Prepareproperlybeforethehearing

Draftproperallegationsthatcontainafulldescriptionoftheallegation(s)andthedateandtimethattheoffence(s)occurred.EnsurethattheChairperson,dateandtimeofthedisciplinaryhearinghasbeentimeouslyarranged.ServetheNoticeoftheDisciplinaryHearingontheemployeeandensurethatsufficientnoticeofthehearingisgiven(usuallynotfewerthan48hours).Preparequestionsforyourwitnesses.Meetwithyourwitnessesandpreparethemforthehearing.Preparequestionsfortheaccusedemployeeandanypossiblewitnessesthathe/shemaycall.Prepareabundleofdocumentswiththedocumentaryevidencethatyouintendtolead.Paginatethebundleofdocumentsandmakeextracopiesforthechairmanandtheemployee.Preparethefactsthatyouintendtopresentinaggravation(previouswarnings,astatementonwhytheemploymentortrustrelationshiphasbeendestroyed,damagecaused,losstotheemployer,etc).Ensurethatyourbundleofdocumentscontainsinteralia:

-Theemployee’scontractofemployment.-Thecompanyrules.Relevantpoliciesandprocedures.-Evidenceofthemisconduct(trackingreports,clockingreport,invoices,etc.).-Copiesofpreviouswarnings.-Witnessesandemployee’sstatements.

Atthedisciplinaryhearing

Donotbetooconcernedabouttheprocedurethatwillbefollowedduringthehearing.TheChairmanwillguidetheprocessandgiveyouampletimetopresentyourcase.Ensurethatyouhaveyourbundleofdocuments(andcopies),evidence(videofootage,documents,etc)andwitnessesavailable.Presentyourevidenceinachronologicalorder.Inotherwords,presenttheevidenceandcallyourwitnessestotestifyinalogicalsequence.Thiswillhelpthechairpersonunderstandyourcaseandinallprobabilityfindthatyouhaveprovedonabalanceofprobabilitiesthattheemployeeisindeedguiltyoftheallegation(s)againsthim/her.

Followthesetipsandyoushouldpresentaconvincingcaseatyournextdisciplinaryhearing.

RegardsAndreRabeGEOChairman

0861436436

AlthoughthePOPIActwassignedintolawafewyearsago,ithastakensometimefortheInformationRegulatortobeappointedandforthePOPIregulationstobepublished.ThesewerepublishedintheGovernmentGazetteon14thDecember201842110,RG10897,GN1383.

Section114(1)oftheActstatesthat:

"AllprocessingofpersonalinformationmustwithinoneyearafterthecommencementofthissectionbemadetoconformtothisAct".

Essentially,thismeansthatallbusinessesmustbecompliantbytheendof2019.Responsiblepersons*thatfailtocomplywiththePOPIActstandtobefineduptoR10000000orface10yearsinprison.

A“responsibleperson”meansapublicorprivatebodyoranyotherpersonwhich,aloneorinconjunctionwithothers,determinesthepurposeofandmeansforprocessingpersonalinformation.UltimatelythepersonheldresponsiblewillbetheManagingDirectororCEOoftheerrantcompany.

TheGEOhasspentthebetterof2018designingaPOPIimplementationprocessandisreadytoprovidethistomembersthatarenotPOPIcompliant.

18-11-2019

Contactus:Email:[email protected]:0861436436

InThisIssue

An“Initiator”presentsthe

employer’scaseatadisciplinaryhearingandisrequiredtopresentastrong

enoughcaseforthechairpersontofindanemployeeguiltyoftheallegationsagainsthim.

Unfortunately,notallinitiatorsareproperly

preparedwhenpresentingthe

company’scase.AndreRabe,CEO,offerssometipsthat

willassistinitiatorstopresenta

substantiallyconvincingcaseat

DisciplinaryHearings

___________________GEOmembersareadvisedtosubscribetotheCIRISinternetlabourlawadvicesite.Itprovidesvaluableinformationonallmatters

relatedtoLabourLaw.ContactAndreRabeon

[email protected]

___________________Visitoursite:www.geo.org.za

CIRISwebsite:www.cirisonline.net

E-LEARNING–INITIATINGDISCIPLINARYHEARINGS

WehavedesignedanE-Learningcoursecoveringhowtoinitiateprofessionaldisciplinaryhearings.Theonlinecourseisdesignedforanymanagerorsupervisorthatmayberequiredtoactasaninitiatorindisciplinaryhearings.

Thebenefitsofthisonlinecourseare:

-Costeffectivenovenue,foodortravellingcosts;

-Learnerpaceddelegatesworkthroughthematerialattheirownspeed;

-Noworkdisruptiondelegatesatwork;

-Convenientdelegatescanpauseorcontinuethecourseatanystage;

-Multipledevicesthecoursecanbepausedandcontinuedonotherdevicese.g.homePCorsmartphone;

-Contentcanbedownloaded;

-Contentcanbecustomised;

-Learnerprogressismonitoredandreportsprovided.

Toseeademoofthecourseselectthefollowinglink:

E-CourseInitiatingDisciplinaryHearings-PowerPoint

ToaccessthecoursecontactAndreRabeon0824910708oremail:[email protected]

http://live.1.evlink.net/public/messages/view-online/p1K4ThU71SU76wcV/LMesz2lUPnT1b0Rd/30d5bd1108ebccac
mailto:[email protected]?subject=Response%20from%20Newsletter
mailto:[email protected]?subject=Response%20from%20Newsletter
mailto:[email protected]?subject=Response%20from%20Newsletter
https://drive.google.com/file/d/1qIgZZLvSiZ-Gn2CzsydNBDb-UTytV2DR/view
mailto:[email protected]?subject=Subscription%20for%20CIRIS
mailto:[email protected]?subject=Subscribe%20Me%20to%20the%20Labour%20Law%20Advice%20Site
http://www.geo.org.za/
http://www.cirisonline.net/
https://drive.google.com/file/d/1qIgZZLvSiZ-Gn2CzsydNBDb-UTytV2DR/view
mailto:[email protected]?subject=E-Course

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