Correctional Services Act, 1998 (Act No. 111 of 1998)

Regulations for the Administration of the Department of Correctional Services of the Republic of South Africa

Purchase

The following principles are embraced in the Code and Procedure and must inform any decision to discipline an employee.

2.1	Discipline is a corrective measure and not a punitive one.

2.2	Discipline must be applied in a prompt, fair, consistent, uniform, timely, impartial, confidential and progressive manner.

2.3	Discipline is a line management function.

2.4	A disciplinary code is necessary for the efficient delivery of service and the fair treatment of employees, and ensures that they:

2.4.1

Have a fair hearing in a formal or informal setting;

2.4.2

Are timeously informed of allegations of misconduct made against them;

2.4.3

Receive written reasons for a decision taken; and

2.4.4

Have the right to appeal against any decision.

2.5	As far as possible, disciplinary procedures shall take place in the place of work and be understandable to all employees.

2.6	If an employee commits misconduct that is also a criminal offence, the criminal procedure and the disciplinary procedure will continue as separate and different proceedings.

2.7	Disciplinary proceedings do not replace or seek to imitate court proceedings.

2.8	The Disciplinary Code and Procedures constitutes a framework within which departmental policies may be developed to address appropriate circumstances, provided such policies do not deviate from the provisions of the framework.

2.9	In the event that the employee denies an allegation of less serious misconduct, a formal disciplinary hearing may be instituted.

2.10	Employees can only be disciplined for work related misconduct.