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HR Pack

How do I open the PDF documents on my MAC?

You are able to view all PDF in the latest versions of Safari but if you wish to complete an editable PDF you would be required to download Adobe Acrobat reader.

Please visit the below sites and check system requirements

https://get.adobe.com/uk/reader/

https://helpx.adobe.com/reader/system-requirements.html

How do I complete PDF Editable documents on my MAC or using Safari?

You are able to view all PDF in the latest versions of Safari but the editable fields will not be visible on your Mac or Apple device while using Safari.

If you want to complete an editable PDF using your Apple device you will be required to download Adobe Acrobat reader.

Please visit the below sites and check system requirements

https://get.adobe.com/uk/reader/

https://helpx.adobe.com/reader/system-requirements.html

Reason for suspension

The reason of the suspension being necessary must be explained. For example: the employee may obstruct investigation and/or conceal evidence and/or intimidate or attempt to influence witnesses or be a risk or disrupt employer operations.

Counselling Provided & Disciplinary History

Counselling Provided: the counselling/guidance given to the employee to correct the unwanted behaviour.

Disciplinary History: the final warning is imposed because two or more recurrences of the same kind of acts of misconduct have occurred within a 12 (twelve) month period or as a disciplinary sanction short of dismissal for a serious act of misconduct for which it has been decided not to dismiss the employee.

Counselling Provided for First Written Warning

Counselling Provided: the counselling/guidance given to the employee to correct the unwanted behaviour.

Counselling Provided for Second Written Warning

Counselling provided: the counselling/guidance given to the employee to correct the unwanted behaviour.

Details of Hearing

Date of Hearing: in terms of the Labour Relations Act, the employee should be given a reasonable time to prepare and as a rule of thumb at least 3 days’ notice of the hearing should be given.

Prosecutor: insert the name of person presenting evidence of the charges against the employee.

Disciplinary charges: detail of the charge or charges, for example:

Persistent failure to follow lawful instructions in that you have failed to…;
Not devoting your full energy and time to your job responsibilities as outlined in your contract of employment in that it is apparent from your work performance, or lack thereof, you are not applying yourself to your job responsibilities in a manner that could be expected of a full time employee in that…;
Moonlighting, in that you are devoting your energies to alternative activities and/or employment over and above your job responsibilities as set out in your contract of employment without the prior written permission of the employer.

Findings

Under this section each witness’s testimony and piece of documentary evidence, provided by both the employer and employee, should be discussed.

The Chairperson should explain the reasons for his acceptance, or rejection, of all evidence and explain the reasoning for his final findings for each individual charge.

Should the employer’s internal procedures make provision for an internal appeal process, this should be explained to the employee. It should then be recorded that the employee has been made aware of his rights under this option.