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In elke besigheid is daar reëls vir die werksplek. Wanneer hierdie reëls oortree word en die wangedrag ernstig is, kan die werkgewer voortgaan om ‘n dissiplinêre verhoor te hou – maar hoe, en wat is die regte stappe? Suid-Afrika se arbeidsomgewing is hoogs gereguleerd, wat dit vir werkgewers baie belangrik (en uitdagend) maak om deurlopend aan arbeidswetgewing te voldoen. Nie-voldoening hou ‘n ernstige besigheidsrisiko in vir elke werkgewer wat dikwels onderskat word en onaangespreek gelaat word.

Enige arbeidsdispuut ontwrig die werksplek met verwysing na werkslading en algemene harmonie tussen werknemers en/of bestuur. Duidelike reëls en prosedures orden die werksplek wat weer lei tot ‘n omgewing ontvanklik vir groei.

Werkgewers het baie regte in die werksplek, insluitend die reg om:

‘n vasgestelde standaard in terme van kwaliteit en kwantiteit daar te stel;
reëls in die werksplek te implementeer; en
dissipline toe te pas wanneer hierdie reëls oortree word.

‘n Dissiplinêre kode is noodsaaklik om te verseker dat daar duidelike reëls en prosedures in die werksplek is vir werknemers om te volg. Wanneer hierdie reëls nie nagekom word nie, kan die werkgewer progressiewe dissipline toepas (in die vorm van waarskuwings). In gevalle van ernstige wangedrag, kan die werkgewer direk voortgaan met ‘n dissiplinêre verhoor.

Waarom moet die werkgewer ‘n dissiplinêre verhoor hou?

Met die hou van ‘n dissiplinêre verhoor word twee dinge verseker: ‘n billike prosedure word gevolg en daar is substantiewe rede om die werknemer te ontslaan. Die werkgewer moet ook daarop let om die werknemer die geleentheid te bied om sy saak te stel en getuies te roep.

Stappe om te volg tydens ‘n dissiplinêre verhoor:

Reik ‘n kennisgewing uit aan die werknemer om ‘n dissiplinêre verhoor by te woon
\nOp die kennisgewing moet die werkgewer die datum, tyd en plek aandui waar die verhoor sal plaasvind. Die kennisgewing moet ook ‘n gedetailleerde beskrywing van die aanklagte(s) teen die werknemer bevat, insluitend die datum, tyd en beskrywing van die voorval(le). Ons beveel werkgewers aan om die werknemer ten minstens 48 uur kennis te gee van die verhoor, naweke en openbare vakansiedae uitgesluit, om die werknemer toe te laat om voor te berei vir die verhoor.
Hou die verhoor op die voorgestelde datum en tyd
\nSelfs indien die werknemer nie opdaag vir die verhoor nie, moet die verhoor steeds voortgaan en kan die werkgewer sy saak stel en bewyse voorlê aan die voorsittende beampte. Die voorsittende beampte sal bepaal of die werknemer voldoende kennis van die verhoor ontvang het en of die werknemer afwesig is met ‘n geldige rede of nie.
Tydens die verhoor sal die voorsittende beampte die werknemer vra om skuldig of onskuldig te pleit op die aanklagte wat teen hom gebring is
\nDie werkgewer stel sy saak deur bewyse voor te lê en getuies te roep. Die werknemer word dan toegelaat om sy saak te stel en die bewyse wat deur die werkgewer voorgelê is, te kruisondervra. Daarna kan die werkgewer die bewyse en getuies van die werknemer kruisondervra. Na afloop van die dissiplinêre verhoor sal beide partye slotargumente lewer.
Die voorsittende beampte moet ‘n bevindig van skuldig of onskuldig maak
\nNa afloop van die slotargumente, sal die werkgewer gevra word om verswarende faktore voor te lê en die werknemer sal gevra word om versagtende faktore voor te lê. Die voorsittende beampte sal dan die toepaslike sanksie bepaal. Indien die sanksie ontslag is, kan die werknemer met onmiddelike effek ontslaan word.

Dissiplinêre verhoor: formeel of informeel?

‘n Dissiplinêre verhoor kan formeel of informeel wees, maar dit is baie belangrik dat die werkgewer moet kan bewys dat die verhoor wel gehou is. Daarom beveel ons aan dat werkgewers ‘n formele verhoor hou sodat die werkgewer kan verseker dat al die papierwerk in orde is indien die saak verwys word na die Kommissie vir Versoening, Bemiddeling en Arbitrasie (KVBA (“CCMA”)).

Die voorsittende beampte van die verhoor moet ‘n objektiewe en onpartydige derde party in die saak wees, verkieslik met kennis van arbeidsreg. Werkgewers moet daarop let dat die voorsittende beampte nie verantwoordelik is daarvoor om die werkgewer se saak te bewys nie en nie kan help om die werknemer se skuld te bewys nie. Dit is belangrik om by die KVBA te kan bewys dat die voorsittende beampte nie bevooroordeeld was nie.

Hierdie artikel is voorsien deur die LWO

Nog nie ‘n lid nie?

Vir werkgewers maak dit net sin om lid te wees by die LWO – ‘n praktiese oplossing vir jou besigheid sodat jy as werkgewer altyd die regte antwoorde het, ongeag die scenario. Vra die kundige, elke keer!

Sakeliga het namens sy lede ’n samewerkingsooreenkoms met die LWO Werkgewersorganisasie gesluit. As deel van die ooreenkoms ontvang Sakeliga-lede onder andere ‘n 25% korting op die LWO se eenmalige aansluitingsfooi.

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