Initiating a Hearing & Preparing the Company Case

1-Day Practical Workshop for Line Managers, Supervisors and HR Officers

Every successful disciplinary hearing starts with a well-prepared case. This focused, practical workshop equips managers and HR practitioners with the skills and confidence to investigate misconduct, draft solid charges, and present a defensible case on behalf of the employer. Aligned with South African labour law, the course demystifies the role of the initiator, teaches evidence-gathering techniques, and shows how to handle witnesses and documentation professionally. Whether you're new to hearings or want to sharpen your approach, this course gives you the legal grounding and practical tools to protect your organisation and ensure a fair process for all. 

Protect your company. Strengthen your case. Present with confidence. 

The author of the course Michael Opperman, is also the author of two books called “A Practical Guide to Disciplinary Hearings” & “Investigating Misconduct and Incapacity.” Juta Law publishes both books.

Note  -that if you need to understand how to Chair a disciplinary hearing, please refer to this course.

• Understand the legal foundation for disciplinary hearings under the Labour Relations Act (LRA) and Schedule 8. 
• Recognise the role and responsibilities of the initiator in a disciplinary process. 
• Conduct a fair and thorough misconduct investigation, including interviewing witnesses and collecting evidence. 
• Draft clear and legally sound charges that align with the misconduct committed. 
• Prepare and organise the company's case, including timelines, documentation, and evidence presentation. 
• Effectively present the employer’s case during a hearing, including questioning witnesses and responding to cross-examination. 
• Differentiate between misconduct, incapacity (poor performance or ill health), and other types of workplace issues. 
• Understand grievance processes and how they interact with or differ from disciplinary action. 
• Avoid common procedural and evidentiary pitfalls that lead to CCMA challenges. 
• Participate confidently in a hearing setting, supporting procedural fairness while protecting the employer's interests.