The rights and roles of the shop steward storyboard 3

In this scenario Khayone is at the shop steward's training.

after the training. . .

The day of disciplinary hearing

The day of disciplinary hearing

The day of disciplinary hearing

The day of disciplinary hearing

The shop steward is receiving training on how to become a good steward, he is learning about his roles and responsibilities. They are given an opportunity to ask all the relevant questions and are given quiz to test their knowledge. After attending the training the shop steward is now knowledgeable of his roles, procedures and steps to follow.

The shop steward conducted an investigation, gathering all the relevant information to the case, checking of the records of previous offences, employee's history of written warnings in preparing for the disciplinary action. According to section 16 of Labour Relations Act shop stewards have a right to have access of information and facts that is relevant to the case at hand so that they carry out their roles efficiently.

In this scenario the hearing takes place between the chairperson, manager, the shop steward and an employee. A disciplinary hearing can take place after the employee has been given a notice. the notice should not be less than 48 hours.

In this scenario both the manager and the employee get to share their proof and information about the case and are given an opportunity to ask each other questions

In this scenario, the shop steward raises a fact that Nqobile is a first time offender.

The investigation and proof presented proved that Nqobile is a first time offender and that dismissal cannot be granted because its his first time misconduct and his misconduct is not serious.

In this scenario Khayone is at the shop steward's training.

after the training. . .

The day of disciplinary hearing

The day of disciplinary hearing

The day of disciplinary hearing

The day of disciplinary hearing

The shop steward is receiving training on how to become a good steward, he is learning about his roles and responsibilities. They are given an opportunity to ask all the relevant questions and are given quiz to test their knowledge. After attending the training the shop steward is now knowledgeable of his roles, procedures and steps to follow.

The shop steward conducted an investigation, gathering all the relevant information to the case, checking of the records of previous offences, employee's history of written warnings in preparing for the disciplinary action. According to section 16 of Labour Relations Act shop stewards have a right to have access of information and facts that is relevant to the case at hand so that they carry out their roles efficiently.

In this scenario the hearing takes place between the chairperson, manager, the shop steward and an employee. A disciplinary hearing can take place after the employee has been given a notice. the notice should not be less than 48 hours.

In this scenario both the manager and the employee get to share their proof and information about the case and are given an opportunity to ask each other questions

In this scenario, the shop steward raises a fact that Nqobile is a first time offender.

The investigation and proof presented proved that Nqobile is a first time offender and that dismissal cannot be granted because its his first time misconduct and his misconduct is not serious.