255514 Disciplinary Hearing

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Short Description: Disciplinary hearings

Long Description:  Conduct a disciplinary hearing

Unit Standard: 255514  (Click on US to see SAQA copy)

NQF Level: 5

Credited: 15

Accreditation: PSETA (Click here to visit this SETA)

 

TRAINYOUCAN HELPDESK – FREE SUPPORT

ENROLLMENTS & ACCOUNTS :

Support@trainyoucan.co.za

LEARNER SUPPORT & POE’s :

www.submit.trainyoucan.co.za

Tel. 0867227014 – 0825507946

 

INDEX:

  1. Accreditation explained.
  2. Key questions you should ask? (What you should know)
  3. Course overview.
  4. Purpose of this course.
  5. Who should attend this course?
  6. Enrolment requirements & learner preparation for the course.
  7. Specific Outcomes covered in this course.
  8. Unit Standard Range.
  9. What is the process to follow?
  10. Pricing and bookings.
  11. Copy of the Unit Standard.

 

 

  1. ACCREDITATION EXPLAINED

The criteria for the accreditation of training providers define a number of requirements that include:

  • Administrative procedures and record keeping and policies.
  • Management review
  • Authorization of affiliates
  • Tutor selection, training and performance review
  • Issuance of training certificates
  • Learner Support
  • Delivery, Assessment and Moderation practices

NOTE: There are basically two different types of accreditation:

a)      The training provider or the institute must be accredited by a SETA. “ETQA” (Their offices, policies and procedures. This can be any SETA = does not matter what type of courses they offer.)

b)      Each learning programme or qualification is accredited with the relevant SETA “ETQA” who is responsible for this programme. Also note that the word “accreditation” does not mean they SETA accredited. It must say “NQF Accredited”.

 

“Provider accreditation can only be with one SETA, but they have the approval to train different programmes in different SETA’s. These programmes was approved by the relevant SETA who given them the approval to train these programmes”

 

KEY QUESTION YOU SHOULD ASK.

Before you can start with any course you should ask the following questions:

a)      Is the course accredited and with what SETA?

b)      What is the process and duration from start to completion?

c)      Are there any additional fees for support to re-submission?

d)      Entry Requirements? Do you charge for registration and why?

e)      What discount can I get if I do more courses with your institute?

f)        What after support and resources to you offer?

 

 

  1. COURSE OVERVIEW.

US Standard:

255514

NQF Level:

5

SETA:

PSETA

Credits:

15

Duration:

3  Days + Workshop

 

Location:

Durban, Cape Town & Johannesburg.

Day 1:

Theoretical learning (principles of facilitation covered)

Day 2:

Practical elements. (delivery of your presentations)

Day 3:

Workbook building. (workshops)

Preparation:

Learner will receive full instruction from us before the course to assist with the preparation of the course. Where possible additional resources will be provided to learners who are not able to get there resources.

Assessment:

Learners are required to apply skills and knowledge obtained on the course in the workplace. As learners apply these skills, they produce evidence, which needs to be compiled into a portfolio of evidence (POE). This POE is submitted to Trainyoucan for assessment. Learners will receive a workbook and portfolio guide, which will guide them thorough the process. Any additional resources required will be provided by Trainyoucan to the learner, free of charge.

POE:

Each learner will received a workbook during the contact session that will assist them with the building of their POE (Portfolio of Evidence).

Learner Material:            

Learners will receive the following learning materials:- Learners guide- Workbook and Portfolio guide- Additional resources where required.

Recognition:

Based on the National Qualifications Framework that is Nationally Accepted in South Africa.

 

 

  1. PURPOSE OF THIS COURSE.

This unit standard is intended for managers/supervisors who investigate and carry out disciplinary hearings. On successful completion of this unit standard learners will be able to differentiate between the different types of incidents, investigate the incident, decide on whether an enquiry is necessary, hold enquiries, decide on the nature of the disciplinary action to take and take the action within organisational timeframes and following organisation policies and procedures.

 

After completion of this unit standard the learner will be able to:

  • Explain organisational and legal policies, procedures for instituting disciplinary action.
  • Investigate the allegation.
  • Prepare for a hearing.
  • Conduct a disciplinary hearing.

 

  1. WHO SHOULD ATTEND THIS COURSE.

Supervisors and General Management.

 

  1. ENROLMENT REQUIREMENTS.

It is assumed that the learner attempting this unit standard has completed the following area of learning:

 

  1. SPECIFIC OUTCOMES COVERED IN THIS COURSE.
  • Explain organisational and legal policies, procedures for instituting disciplinary action.
  • Investigate the allegation.
  • Prepare for a hearing.
  • Conduct a disciplinary hearing.

 

  1. UNIT STANDARD RANGE.
  • The difference between poor performance isuues and misconduct issues and how the organisations policy and procedures for handling each.
  • Organisational procedure for instituting disciplinary action and applicable timeframes.
  • Legal requirements in respect of instituting disciplinary action and applicable timeframes.
  • The role players required in the process of investigating an incident and their roles.
  • Legal and organisational requirements in the taking of statements.
  • How to carry out an investigation ensuring it is fair and impartial.
  • The organisation’s disciplinary procedures.
  • Requirements in the completing of paperwork in respect to disciplinary action and where this is stored including the confidentiality of decisions.
  • Requirements in regard to notifying an employee of a pending hearing and the required time frames.
  • Employee rights when involved in a hearing.
  • Information to be given to employees involved in a hearing and the timeframes for this.
  • The human and physical resources required when holding a hearing.
  • Internal/external resources available to help with the process/decision making.
  • Organisational procedures for recording details of the hearing.
  • The legal tests to ensure procedural and substantive fairness.
  • Requirements in respect of notifying the employee of the disciplinary decision.
  • Policy in respect of taking into account prior offences/disciplinary action and/or aggravating circumstances.
  • Employee rights regarding appeals.

 

  1. WHAT IS THE PROCESS TO FOLLOW?

a) Enrol as a learner with Trainyoucan by completing the application form. (PDF document or the online enrolment)

b) Attend the contact session with Trainyoucan. (Each course starts with a 2 hour induction on the SETA’s and explaining the accreditation process. (Most of the learners find this very useful.)

c) We provide you with all the learning material that you need, including a workbook that you must complete. (Outside the classroom as required by the Unit Standard and OBE Learning)

d) You complete the workbook and submit this to our offices for assessments, or you can attend any of our FREE workshops for additional support. Any person who attended any of our courses can attend our workshops for FREE. One of the assessors can also evaluate your POE (Portfolio of Evidence) during the workshop and provide you feedback immediately.

e) You POE is submitted to our Assessors that will complete the assessment process and provide directly feedback to you through our online tracking system.

f) Your file is scheduled for verification with the relevant SETA and uploaded on completion. Your final Certificate will only be issued once the SETA verified your POE for security reasons and a final SOR will be issues. (SOR, also called the “Statement of Results” will be issued by the relevant SETA once the process was completed). You MUST receive your SOR one completion from any provider as proof that you were registered. NO SOR = NO ACCREDITATION. (Bear in mind that this process can take up to 3 months to complete.

g) We provide you with all the guidance and resources to register with the relevant SETA of your choice.

 

 

  1. PRICING AND BOOKINGS.

Pricing and training dates vary from region to region. We suggest that you visit our page on “PRICING AND TRAINING DATES” directly or contact our support desk on for any additional request.

HELPDESK – FREE SUPPORT

ENROLLMENTS & ACCOUNTS :

Support@trainyoucan.co.za

LEARNER SUPPORT & POE’s :

www.submit.trainyoucan.co.za

Tel. 0867227014 – Cell. 0825507946

 

  1. COPY OF THE UNIT STANDARD.

 

SOUTH AFRICAN QUALIFICATIONS AUTHORITY

 

REGISTERED UNIT STANDARD:

 

Conduct a disciplinary hearing

 

SAQA US ID UNIT STANDARD TITLE
255514 Conduct a disciplinary hearing
ORIGINATOR ORIGINATING PROVIDER
Task Team – Wholesale and Retail
QUALITY ASSURING BODY
FIELD SUBFIELD
Field 11 – Services Wholesale and Retail
ABET BAND UNIT STANDARD TYPE PRE-2009 NQF LEVEL NQF LEVEL CREDITS
Undefined Regular-Fundamental Level 5 New Level Assignment Pend. 15
REGISTRATION STATUS REGISTRATION START DATE REGISTRATION END DATE SAQA DECISION NUMBER
Reregistered 2012-07-01 2015-06-30 SAQA 0695/12
LAST DATE FOR ENROLMENT LAST DATE FOR ACHIEVEMENT
2016-06-30 2019-06-30

 

In all of the tables in this document, both the pre-2009 NQF Level and the NQF Level is shown. In the text (purpose statements, qualification rules, etc), any references to NQF Levels are to the pre-2009 levels unless specifically stated otherwise.

 

This unit standard does not replace any other unit standard and is not replaced by any other unit standard.

 

PURPOSE OF THE UNIT STANDARD

 

This unit standard is intended for managers/supervisors who investigate and carry out disciplinary hearings. On successful completion of this unit standard learners will be able to differentiate between the different types of incidents, investigate the incident, decide on whether an enquiry is necessary, hold enquiries, decide on the nature of the disciplinary action to take and take the action within organisational timeframes and following organisation policies and procedures.After completion of this unit standard the learner will be able to:

  • Explain organisational and legal policies, procedures for instituting disciplinary action.
  • Investigate the allegation.
  • Prepare for a hearing.
  • Conduct a disciplinary hearing.

 

 

It is assumed that the learner attempting this unit standard has completed the following area of learning:

  • Communication NQF Level 3.

 

UNIT STANDARD RANGE

 

N/A

 

Specific Outcomes and Assessment Criteria:

 

SPECIFIC OUTCOME 1

 

Explain organisational and legal policies, procedures for instituting disciplinary action.

 


ASSESSMENT CRITERIA

 

ASSESSMENT CRITERION 1

 

The difference between poor performance issues and misconduct issues is explained in terms of how each are handled.

 

ASSESSMENT CRITERION 2

 

Procedure for instituting disciplinary action and applicable timeframes is explained in terms of the organisation’s procedures and legal requirements.

 

ASSESSMENT CRITERION 3

 

Role players in the disciplinary process and their roles and rights are explained in terms of the organisation’s procedures and legal requirements.

 

SPECIFIC OUTCOME 2

 

Investigate the allegation.

 


ASSESSMENT CRITERIA

 

ASSESSMENT CRITERION 1

 

Statements are taken that meet legal and organisation requirements.

 

ASSESSMENT CRITERION 2

 

The investigation is conducted in a fair and impartial manner.

 

ASSESSMENT CRITERION 3

 

The various options open are discussed with relevant specialists and a way forward with the disciplinary action is decided upon in terms of the organisation’s disciplinary procedure.

 

ASSESSMENT CRITERION 4

 

Where no further action is required the paperwork is completed and forwarded/filed according to organisational requirements.

 

SPECIFIC OUTCOME 3

 

Prepare for a hearing.

 


ASSESSMENT CRITERIA

 

ASSESSMENT CRITERION 1

 

Verbal/written notification to employees undergoing a hearing is given in terms of organisational prescripts.

 

ASSESSMENT CRITERION 2

 

The employee is notified of his/her rights regarding the hearing in terms of legal and organisational requirements.

 

ASSESSMENT CRITERION 3

 

The required information is identified and given to the employee prior to the hearing in terms of legal and organisational requirements.

 

ASSESSMENT CRITERION 4

 

Preparation for the hearing in terms of human and physical resources is carried out and meets the requirements of the organisation.

 

ASSESSMENT CRITERION 5

 

Internal and external resources available to help with the process/decision making are identified in terms of organisational policy.

 

SPECIFIC OUTCOME 4

 

Conduct a disciplinary hearing.

 


ASSESSMENT CRITERIA

 

ASSESSMENT CRITERION 1

 

The roles of all parties in the process are clarified at the start of the hearing in terms of legal and organisational requirements.

 

ASSESSMENT CRITERION 2

 

The disciplinary hearing is conducted in a manner that meets all legal and organisational requirements.

 

ASSESSMENT CRITERION 3

 

A decision is concluded meeting the requirements from both a legal and organisational perspective.

 

ASSESSMENT CRITERION 4

 

The process meets procedural requirements from both a legal and organisational perspective.

 

ASSESSMENT CRITERION 5

 

A decision is made and the employee is advised of the decision following legal and organisational requirements.

 

ASSESSMENT CRITERION 6

 

All relevant role players are notified of the decision in a manner that ensures all the legal and organisational requirements are met.

 

UNIT STANDARD ACCREDITATION AND MODERATION OPTIONS

 

  • Programmes leading to the award of credits from this unit standard will be accredited by the relevant SETA in its ETQA role. Anyone assessing a learner against this unit standard must be registered as an assessor with the relevant SETA ETQA. Internal Moderations will be performed by the Accredited Providers whilst the relevant ETQA will perform external moderations of assessments across the Accredited Providers according to the moderation guidelines in the relevant qualification and the agreed ETQA procedures.

 

UNIT STANDARD ESSENTIAL EMBEDDED KNOWLEDGE

 

  • The difference between poor performance isuues and misconduct issues and how the organisations policy and procedures for handling each.
  • Organisational procedure for instituting disciplinary action and applicable timeframes.
  • Legal requirements in respect of instituting disciplinary action and applicable timeframes.
  • The role players required in the process of investigating an incident and their roles.
  • Legal and organisational requirements in the taking of statements.
  • How to carry out an investigation ensuring it is fair and impartial.
  • The organisation’s disciplinary procedures.
  • Requirements in the completing of paperwork in respect to disciplinary action and where this is stored including the confidentiality of decisions.
  • Requirements in regard to notifying an employee of a pending hearing and the required time frames.
  • Employee rights when involved in a hearing.
  • Information to be given to employees involved in a hearing and the timeframes for this.
  • The human and physical resources required when holding a hearing.
  • Internal/external resources available to help with the process/decision making.
  • Organisational procedures for recording details of the hearing.
  • The legal tests to ensure procedural and substantive fairness.
  • Requirements in respect of notifying the employee of the disciplinary decision.
  • Policy in respect of taking into account prior offences/disciplinary action and/or aggravating circumstances.
  • Employee rights regarding appeals.

 

UNIT STANDARD DEVELOPMENTAL OUTCOME

 

N/A

 

UNIT STANDARD LINKAGES

 

N/A

 

Critical Cross-field Outcomes (CCFO):

 

UNIT STANDARD CCFO IDENTIFYING

 

Solving problems:

  • Problem solving is required throughout the disciplinary process in order to ensure that effective decisions are taken and relevant processes are maintained within the context of challenges that might be encountered.

 

UNIT STANDARD CCFO ORGANISING

 

Organise oneself and ones activities:

  • Self-organisation is required in order to ensure effective planning and implementation of the disciplinary intervention.

 

UNIT STANDARD CCFO COLLECTING

 

Collect, analyse, organise and critically evaluate information:

  • Management of the process throughout its initiation to its conclusion is supported by the collection, analysis, organising and critical evaluation of information.

 

UNIT STANDARD CCFO COMMUNICATING

 

Communicate effectively:

  • The convening of disciplinary action is supported by the maintaining of effective communication to staff and relevant role-players throughout the process.

 

 

 

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