Looking for CCMA matters It could be a complex and stressful thing to deal with misconduct or performance issues of employees especially in the medical line because CCMA matters a lot in which you will learn about the clinical assistance and ethics of work.
It is not only for the employer but also for the employee. Therefore, it is highly important to follow the proper procedures to treat the employee in a good manner and ensure that the company does not suffer in the process when it comes to disciplinary hearings.
When there are performance issues with staff members, the ‘process’ usually starts with verbal and then written warnings, which may or may not be followed by a disciplinary hearing. Employees can appeal against a final written notice. Should an employer think that only evidence will determine the outcome, he can hold an enquiry and a disciplinary hearing.
Details about disciplinary hearings:
Written warnings are usually valid for three to six months for the employees or working staff in a medical office or in a medical clinic, and final written warnings are suitable for a period of up to one year. Both parties, the employer and the employees, should always sign them, and the employee is allowed to object. If the behaviour has not improved or changed after a final written warning, the employer may decide to hold a disciplinary hearing.
Things that can take place in a disciplinary hearing:
During a disciplinary hearing, the employee will be asked to provide a reasonable explanation for their conduct, after which it will be decided whether or not the explanation is acceptable. The employer will take into account all the facts from both sides. If it is found that the employee in question is guilty of misconduct.
In that case, they must mitigate and aggravate situations into the equation to determine whether or not dismissal is the appropriate measure. In most cases, dismissal is a last resort, usually when it is determined that the trust relationship between employee and employer has broken down irreparably.
Things to consider as an employer:
The severity of the misconduct or non-performance. His role within your company and his level of seniority. Whether the employee has prior disciplinary issues. The reason the employee gives for his misconduct or non-performance. The importance of correct disciplinary action is that it will make it learn how training can help the employees as CCMA matters a lot in the medical field. For more information visit our Website.