Notice of a disciplinary hearing, setting out the charges and the employee's rights, as required by item 4 of Schedule 8 (Code of Good Practice: Dismissal) of the LRA.
⚠️ This is a blank template, not legal advice: check the wording with a lawyer and adapt it to your jurisdiction and your case.
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NOTICE OF DISCIPLINARY HEARING
To: ,
You are hereby given notice, in terms of item 4 of Schedule 8 (Code of Good Practice: Dismissal) to the Labour Relations Act 66 of 1995, that a disciplinary hearing has been scheduled to consider allegations of misconduct against you.
1. CHARGES 1.1. The specific allegations against you, with dates and (where relevant) amounts, are: 1.2. You will not be disciplined for any charge not set out above without a further, properly notified charge.
2. DATE, TIME AND PLACE OF HEARING 2.1. Date: . Time: . Place: . 2.2. Chairperson: .
3. YOUR RIGHTS 3.1. 3.2. You have the right to be represented (by a fellow employee or, where applicable, a trade union representative), to call witnesses, to be assisted by an interpreter if the hearing will not be conducted in a language you understand well, and to see the evidence against you before the hearing.
4. NOTICE PERIOD 4.1. This notice is given at least hours before the hearing, to give you reasonable time to prepare, in line with item 4 of Schedule 8.
5. STATUS PENDING THE HEARING 5.1.
6. IF YOU DO NOT ATTEND 6.1.
Issued by: on .
SIGNATURES Employer representative ______________ / / Employee (acknowledgment of receipt) ______________ / /
This is a boilerplate template, not legal advice. Employment, consumer-protection, data protection, and food-safety law in South Africa is detailed and fact-specific (BCEA, LRA, POPIA, PAIA, CPA, ECTA, R638) — have this document reviewed and adapted by a labour/commercial lawyer, and where relevant checked against current CCMA and Information Regulator guidance, before use.
Documents that are usually drawn up in the same process.
Workplace disciplinary code and procedure aligned to Schedule 8 (Code of Good Practice: Dismissal) of the LRA — the standard the CCMA measures a dismissal against, and the anchor of the whole discipl…
Written record of a first or final written warning, issued as part of progressive discipline under Schedule 8 of the LRA — the paper trail the CCMA expects before dismissal for repeated misconduct.
Dismissal letter plus certificate of service — the written termination notice required by s.37(4) BCEA and the certificate of service required on any termination by s.42 BCEA.
2 of 13 fields are taken from the company, employee or counterparty record, the questionnaire can be dictated to the AI, and the finished document comes with a number, a PDF and an acknowledgement record.