10.1 Dispute Resolution and Conflict
Description
AfriLabs’ own best interest lies in ensuring fair treatment of all employees and in making certain that disciplinary actions are prompt, appropriate, consistent and impartial. Although employment with AfriLabs is based on mutual consent and both the employee and AfriLabs have the right to terminate employment at will, subject to the laws of the countries we work. AfriLabs would apply progressive discipline to resolve performance and behavioural problems in the workplace.
Implementation
The first reference point for identifying disciplinary action for a specific infraction or violation of a policy is the policy itself. However, where there is no mention of disciplinary action, any violation of a policy in this manual may be subject to disciplinary action depending on the gravity of the offence. When an employee’s conduct violates any of the established codes of conduct, or any code of conduct subsequently established pursuant to this policy, it is the responsibility of the supervisor to counsel the employee, assist in resolving the problems and provide a reasonable amount of time for the employee to correct the problem prior to disciplinary action. If counselling fails to correct the problem, the supervisor should initiate progressive disciplinary action. The decision regarding the continued employment status of an employee will be made by Management, based on the recommendations of the Arbitrary Committee and in consultation with People Management.
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