Initiator & Disciplinary Procedures 1 Webinar One of the areas of Labour law which the employer will deal most with is disciplinary action and misconduct. When it comes to giving out a warning to an employee this is quite straightforward, however, it is when it comes to disciplinary hearing where employers begin to struggle. One of the reasons for this is that the employer is not aware of what is required of them at the disciplinary hearing. This then leads to the employee being found not guilty or the employer having to pay compensation to the employee/reinstate the employee when the matter is brought before the CCMA.     Claim back a percentage of your Skills Development Levies when you attend training through SEESA Skills Training! Our team of expert Skills Development Facilitators (SDFs) will assist in creating your Annual Training Report (ATR) and Workplace Skills Plans (WSP) as part of this process. SEESA believes in providing training that is of a practical nature, instead of a purely academic nature. That way delegates leave each session with workable information that they can implement in the workplace immediately.     Due to limited seats only 3 people per company per date can register. Contact SEESA Skills Training - Tel: (012) 810 0900 | Fax: (012) 810 2207 | Email: training@seesa.co.za     One of the areas of Labour law which the employer will deal most with is disciplinary action and misconduct. When it comes to giving out a warning to an employee this is quite straightforward, however, it is when it comes to disciplinary hearing where employers begin to struggle. One of the reasons for this is that the employer is not aware of what is required of them at the disciplinary hearing. This then leads to the employee being found not guilty or the employer having to pay compensation to the employee/reinstate the employee when the matter is brought before the CCMA. In this webinar, we examine the function and duties of an initiator as well as considering who is best suited to this role. We discuss what to do when there is an incident at work, as well as a step by step explanation of the investigation phase prior to taking any formal action. We discuss common mistakes made by inexperienced initiators which could severely jeopardise the prospects of success. We consider the law of evidence and in particular the different types of evidence, including polygraph tests, breathalyser tests as well as hearsay and expert evidence among others. What you’ll learn: What is the role and purpose of the employer as initiator. How to conduct an investigation into alleged misconduct. What evidence can an employer use at a disciplinary hearing, including witness statements, polygraphs, video evidence, hearsay evidence, circumstantial evidence etc. When can you take disciplinary action against an employee? How progressive discipline works. How to draft charges against and employee. Who this course is for: Supervisors Middle to Senior Management HR Staff Course Outline: Who can be an initiator? Step 1: Gathering of information Step 2: Substantiating the information Step 3: Applying the facts on the disciplinary code This course is presented by SEESA’s qualified labour attorneys and advocates who are dealing with these aspects on a day-to-day basis. Through their extensive practical experience, they will be able to provide delegates with handy tips and examples in simplifying complex principles.   www.seesa.co.za | Toll Free Number: 086 117 3372