Discipline is any action taken by the managing committee to change unacceptable behaviour or job performance of an employee who works for the organisation.

Below is an example of a formal notice to tell an employee that she or he must come to a disciplinary enquiry. The notice can be changed to suit each organisation’s own needs.

Employees have to work and behave according to the standards set by the organisation’s Constitution and the contracts of employment. If an employee does not work according to these standards action must be taken to correct and improve the employee’s performance. But if the employee’s conduct or performance is very bad, the organisation may decide to dismiss the employee. Before the organisation decides what action to take, the employee must get a chance to present his or her case fully.

The organisation might decide to take any of the following kinds of disciplinary action:

• Formal counselling
• Recorded verbal warnings
• Written warnings
• Suspension without pay (as an alternative to dismissal)
• Dismissal

The type of action taken by the organisation depends on how serious the employee’s action was, and anything else in the employee’s favour or against the employee. If the employee’s actions seem serious enough to allow for dismissal, then the organisation must follow legal procedures.

(See: What is a Dismissal?; When is a Dismissal Fair or Unfair?) (See: Solving Disputes under the LRA)

Every organisation should also have a simple Grievance Procedure that employees can use if they have a problem at work and they feel that it cannot be dealt with at a committee meeting.