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. |
