INTRODUCTION
Overview
The person qualified with this unit standard will be able to Institute disciplinary action. They will be able to describe reasons for disciplinary actions. Investigate and run a disciplinary hearing. Action plans and strategies will be put in place
Credit Value
After the learner has successfully completed this unit standard and is declared competent, after the assessment process, eight credits will be obtained. This is inclusive of your Summative Assessments after you have completed the learning experience.
The aim of this unit standard – Institute disciplinary action
After completion of this unit standard, the learner will have the knowledge and skills required to understand and explain:
- Identify and classify transgression
- Implement procedure to handle non-dismissible offences
- Implement procedure to handle dismissible offences
- Represent employee at a disciplinary hearing.
Course Curriculum
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INSTITUTE DISCIPLINARY ACTION UNIT STANDARD 11286
Unit Standard 11286
- LEARNER GUIDE Unit Standard 11286 Institute Disciplinary Action
- LEARNER REGISTRATION and CERTIFIED ID COPY
- FORMATIVE ASSESSMENT Unit Standard 11286 LEARNER WORKBOOK
- 1. What is Evidence-in-chief? (1)
- 2. What is a Disciplinary enquiry? (2)
- 3. What do you understand with “The traffic light in relation to discipline in the workplace” (5)
- 4. In what Act would the employer find the code of Good practice: Dismissal? (1)
- 5. Compile a list of information that is going to indicate that a transgression has taken place. (8)
- 6. Name 4 (four) reasons why a disciplinary enquiry could be convene (4)
- 7. List 5 (five) employee problems and disorders which could result in poor performance of misconduct by an employee at work. (5)
- 8. When does a disciplinary interview becomes necessary? (3)
- 9. How should an employer deal with the breach of the contract by the employee? (2)
- 10. Use the following sentence and change it into a positive or negative statement (4)
- 11. Name 2 (two) types of behaviour that can be perceived as negative non-verbal communication. (2)
- 12. Complete the following: Compile a document informing the employee about the alleged contravention (6)
- 13. What could be a reason for a person to lie? (1)
- 14. What could be factors in determining is a person is lying? (2)
- 15. Is the factors that is used to determine if a person lying always applicable ? Motivate your answer. (2)
- 16. What is the main aim of the disciplinary interview? (1)
- 17. On what grounds can a employee be suspended pending the disciplinary action? (5)
- 18. Record the actions of a disciplinary procedure accurately. (10)
- 19. Explain what is dismissal. (3)
- 20. Briefly describe the difference between ‘beyond reasonable doubt” and “the balance of probabilities” as a test for deciding guilt (4)
- 21. Name 2 (two) stages that a investigations of the incident take? And give an explanation for each. (4)
- 22. What is one of the key requirements of a good investigator during the preliminary investigation? (1)
- 23. Give 2 (two) reasons why it is advisable that statements from witnesses should be taken as soon as possible after an incident occurred? (2)
- 24. Complete the following Learning Activity (10)
- 25. Explain in your own words “Burden of proof” (1)
- 26. What is the purpose of calling for evidence-in-chief? (5)
- 27. What is “freeway questioning technique” (1)
- 28. Complete the following role play. Use the following example and formulate at least 10 (ten) freeway questions for the witness. (15)
- 29. Give a few examples of aggravating factors includes: (6)
- 30. What would be the purpose of an investigation? (1)
- 31. Complete the following Learning Activity. (10)
- 32. How should the witnesses be prepared? (10)
- 33. Explain in your own words the phrase “playing devil’s advocate” (2)
- 34. Why is the closing statement very important? (2)
- 35. Use the next scenario and write a closing argument (10)
- 36. When Questioning you witness what points should be kept in mind? (12)
- 37. When Cross-examining what guidelines should be kept in mind? (16)
- 38. Give a few examples of mitigating factors. (5)
- 39. Will mitigation factors always be accepted? Motivate your answer. (2)
- 40. What 3 (three) grounds are there for appeal? (3)
- SUMMITIVE ASSESSMENT
- Question 1 What is a Disciplinary enquiry? (1)
- Question 2 In what Act would the employer find the code of Good practice: Dismissal? (1)
- Question 3 Name 4 (four) reasons why a disciplinary enquiry could be convene. (4)
- Question 4 When does a disciplinary interview becomes necessary? (3)
- Question 5 Use the following sentence and change it into a positive or negative statement. (4)
- Question 6 Name two (2) types of behaviour that can be perceived as negative non-verbal communication. (2)
- Question 7 What could be a reason for a person to lie? (1)
- Question 8 What could be factors in determining is a person is lying? (2)
- Question 9 Is the factors that is used to determine if a person lying always applicable ? (1)
- Question 10 What is the main aim of the disciplinary interview? (2)
- Question 11 Explain what is dismissal. (3)
- Question 12 Briefly describe the difference between ‘beyond reasonable doubt” and “the balance of probabilities” as a test for deciding guilt (4)
- Question 13 What is 1 (one) of the key requirements of a good investigator during the preliminary investigation? (1)
- Question 14 Explain in your own words “Burden of proof” (1)
- Question 15 What is the purpose of calling for evidence-in-chief? Name 3 (three). (3)
- Question 16 What is “freeway questioning technique” (1)
- Question 17 Give a 4 (four) examples of aggravating factors includes: (4)
- Question 18 What would be the purpose of an investigation? (2)
- Question 19 Name 7 (seven) how should the witnesses be prepared? (7)
- Question 20 Explain in your own words the phrase “playing devil’s advocate” (2)
- Question 21 Why is the closing statement very important? (2)
- Question 22 When Questioning you witness name 8 (eight) points should be kept in mind? (8)
- Question 23 When Cross-examining name 7 (seven) what guidelines should be kept in mind? (7)
- Question 24 Give 3 (three) examples of mitigating factors. (3)
- Question 25 Will mitigation factors always be accepted? Motivate your answer. (2)
Instructors
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