Accounting technicians scheme west africa
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- The right to state his case or to defend himself
- The right to call an interpreter
- Previous service record
| Nature of hearing: It is important that the employee should receive notification of the hearing date sufficiently in advance, so that he can make necessary preparations for his defenced) Representative: It is the worker’s right to have a representative of his choice at the hearing. It could be any another worker who agrees to do so. e) The right to state his case or to defend himself: If he so prefers, a worker has the right to defend himself and to take up his own defence without a representative. f) The right to call witnesses: The worker may call any witness to strengthen his defence. 210 The same holds for the complainant. Written eveidence is also acceptable. Everyone who stands as witness can be cross examined by the other party to verify his evidence that it is true. g) The right to call an interpreter: Any worker has the right to use an interpreter, if he is not familiar enough with the language in which the case is heard. h) The right to a finding: The worker must be informed of whether he is guilty or not guilty and has also the right to be fully informed of the facts and reason leading up to the finding. i) Previous service record: A worker has the right to have his previous service record taken into account for the sentence. Therefore, it is part of the fairness of atrial that a worker can plead mitigating circumstances in the light of his service record. j) The punishment: The worker must be informed of the punishment he will receive. The disciplinary measure that is applied must, therefore, also be conveyed to him, such as a final warning. k) Appeal: The worker has the right to appeal, id he is found guilty of an offence that can lead to a written warning and his dismissal Other Features of an Effective Disciplinary Processes (i) A disciplinary procedure is directed against the worker’s behaviour rather than the person. ii) Disciplinary action should be preceded by advance warning. iii) Consistency in the disciplinary procedure is key. Inconsistency lowers morale, diminishes respect for the supervisor and leads to grievances. iv) Supervisors should take steps to ensure impartiality while applying the discipline. v) Ordinarily, the supervisor should administer discipline in private. Only in the case of gross insubordination or flagrant or serious rule violation is a public reprimand is used so that the supervisor regains control of the situation. Download 3.37 Mb. Share with your friends:
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