In conclusion, a disciplinary code is therefore a very important tool which employers and employees will make use of to ensure that both parties “know where they stand with one another” despite it being a guideline. Your code of conduct guides you into the right direction and not all transgressions will necessarily be noted in the conduct. Furthermore, it is also important to note that employers should not simply ignore their own disciplinary codes, allow any unnecessary delays in notifying employees of disciplinary charges, and forget to prepare adequately for the hearings by gathering and preparing all evidence prior to the disciplinary hearing. Furthermore, the employer must realise that despite the importance of the code, each case will essentially be dealt with on its merits and, where a deviation does occur, it must be reasonable and justifiable. A clear and properly drafted code circulated beforehand, will ensure that employees know what is expected of them and that disciplinary measures are applied consistently and fairly.
Do you know what is expected after reading the disciplinary code of conduct?