Description
A Notice to place the Employee on unpaid suspension (for a week) after a Disciplinary Hearing has been conducted as an alternative to dismissal, to correct the Employee’s behaviour. As such, this should be used in conjunction with the Disciplinary Hearing Pack. It is valid and forms part of the Employee’s record for 12 months from the date of issue.
Ensure you have the following on hand before starting the process.
Checklist:
✓ Employee’s details (e.g. full name, ID number and address)
✓ Details of previous misconduct committed (i.e. previous Final Written Warnings issued for the similar offence, dates of Disciplinary Hearings)
✓ Details of recent misconduct committed (date and information as to what the Employee did wrong – what transgression the Employee committed)
✓ Date of recent Disciplinary Hearing whereby it was decided that the Employee will be given an unpaid suspension as an alternative to dismissal
✓ Date when unpaid suspension will commence
✓ Date when suspension will end
✓ If they need to return anything to the Employer, such as keys or laptops
✓ Date when they must leave the premises of the Employer and the date when the Employee can resume his/her duties and return to the Workplace
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