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The success of a disciplinary enquiry often depends on the effort which the representative puts into
the preparation of the case. The value of thorough preparation cannot be emphasised
enough.

Regardless of whether the disciplinary enquiry will result in formal or informal disciplinary action, an
investigation should always be done in order to make sure of the facts of the matter. It is
not enough for the employer representative to rely on allegations, suspicions or views in the disciplinary enquiry. The
facts of the matter have to be investigated in sufficient detail in order to make a decision about if
the disciplinary process is to be initiated and / or what sanction could possibly
attach to the contravention.

3 Main Stages

There are three main stages of a disciplinary enquiry. These are the following:

  • The Investigation,
  • Conceptualisation Of The Case, and
  • Formulation Of Charges.

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On our Effective Discipline in The Workplace Course, you’ll gain practical skills required by both the initiator and
the chairperson, the types of evidence and their weightings, how to present the evidence as well as
how a chairperson should determine guilt on a balance of probabilities.

Here’s a breakdown of what will be convered:

disciplinary enquiry, Global Business Solutions

To book for this course, please follow this link.

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