Disciplinary action must be substantively fair, as well as procedurally fair. Dismissal without a valid fair reason and not in compliance with a fair procedure was explicitly defined as an unfair labour practice in the Labour Relations Act of 1995.

Procedural fairness is generally taken care of by the disciplinary procedure while the substantive aspects, i.e. the specific behaviour of employees, are the province of the disciplinary code.

The best approach is to communicate this policy during new-hire orientation. You should ask for a signed acknowledgment from employees to indicate that they have received and understood the policy.

Number of pages
7

Contents
1. Introduction
2. Codes
3. Note
4. Guideline Chart (A total of 61 offences listed)
– Absence & Time Keeping
– Company / Client
– Safety & Health
– Behaviour and conduct
– General offences

Who should have this?
Perfect for all size businesses from various industries within South Africa.

The rapid growth of technology has increased the need for workplace cell phone policies. Millions of employees in South Africa take personal devices to work daily but using cell phones on the job presents safety hazards and potential liability issues.

Employers should develop formal, written guidelines on cell phone use while driving for any employees that operate a vehicle for business purposes. Banning workers from calling and texting on the road prevents accidents and shows a commitment to safety.

Number of pages
3

Contents
1. Introduction
2. Scope
3. Personal Cell Phones
4. Company Cell Phones
5. Condition for Cell Phone use
6. Using of Video or Audio
7. Consequences for perpetrators
8. Authority to Approve

Who should have this?
Perfect for small to bigger size businesses across various industries within South Africa.

A substance abuse policy is a policy in an organisation that outlines the expectations for employees regarding drug and alcohol use. This policy may also outline the consequences for employees who violate the policy. Substance abuse policies are common in organisations that have a safety-sensitive workforce, such as those in the transportation, construction, and healthcare industries.

Number of pages
4

Contents
1. Introduction
2. Scope
3. Employee duties
4. Illegal drugs and alcohol
5. Social Functions
6. Prescription drugs and over-the-counter medications
7. Commencing or continuing work
8. Drug and alcohol testing
9. Interview procedure
10. Breach of policy
11. Authority to approve

Who should have this?
Perfect for small to bigger size businesses across various industries within South Africa

A fixed-term employment contract is defined as a contract where a company hires an employee for a specific time. Fixed-term contracts, also known as limited-term contracts, establish a start and end date for an employment agreement.

Fixed-term employees are often hired as a cover for an absent employee, to fill a human resources gap, or to staff a large project. In most instances, a fixed-term employment contract is drafted for a period of several months to one year.

Number of pages
11

Contents
1. Commencement
2. Probation
3. Undertakings by the Employee
4. Place of work
5. Job Description
6. Termination of Employment
7. Remuneration
8. Deductions
9. Overtime
10. Codes, Procedures, and Policies
11. Covenant not to compete
12. Non-Solicitation
13. Hours of work/Number of working days
14. Annual Leave
15. Sick Leave
16. Public Holidays
17. Family Responsibility Leave
18. Return of Assets and records on termination of this agreement
19. Confidentiality
20. Interventions, discoveries and copyright clause
21. General
22. Domicilium citande et executandi
23. Entire contract
24. Variation, cancellation, and waiver
25. Indulgences

Who should have this?
Perfect for small to bigger size businesses across various industries within South Africa

A grievance process is designed to give employees and employers a fair and objective system to raise and review serious issues and complaints without bias.

A formal grievance procedure should support employees to raise concerns about a safe working environment without fearing any negative repercussions. The knowledge that any concerns will be taken seriously and handled fairly will help bolster staff morale and maintain productivity levels. A thorough process will help to protect employees from arbitrary decisions made by management.

Number of pages
5

Contents
1. Introduction
2. Definition
3. General Principles
4. Stages of the Grievance Procedure
5. Misconduct and Grievances
6. Collective Grievances
7. Time limits
8. Forms

Who should have this?
Perfect for small to bigger size businesses across various industries within South Africa

A social media policy is designed to safeguard the brand’s image and encourage employees to use their accounts responsibly. It defends against legal trouble, empowers employees, and creates consistency across all channels. A social media policy has three main parts: regulations, roles, and accountability.

Number of pages
9

Contents
1. Introduction
2. Definition
3. Policy statement
4. Scope
5. Responsibility for implementation of the policy
6. Using social media sites in our name
7. Using work-related social media
8. Personal use of social media sites
9. Rules for the use of social media
10. Monitoring the use of social media websites
11. Monitoring and review of this policy

Who should have this?
Perfect for small to bigger size businesses across various industries that have an online presence within South Africa.