Misconduct

What constitutes general misconduct depends on the nature of the organisation and the position that the employee holds. Such examples include:

Repeated absence from work without reasonable cause.
Constant lateness.
Refusal to work.
Negligence.
Incompetence.
Non-compliance with Health and Safety Procedures.
Discrimination.
Insubordination.
Dishonestly.
Drunkenness or drug abuse.
Disruptive behaviour.

Where an employee is going to be dismissed for general misconduct, it is especially important that the employer shows he/she has been procedurally fair in the dismissal, which includes giving warnings.

In the case of misconduct, which is not serious:

A verbal warning should be given first regarding the misconduct. This should be recorded on the file of the employee.
A written warning should be given next time. It is wise to give this after a meeting with the employee in which the employee has been given a chance to put his/her side of the story and is granted the right to representation. Minutes of the meeting should be taken and a copy given to the employee.
The next warning is a final warning, with termination following for a further breach.
On termination, a notice period must be given to the employee.

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