Employers in Tanzania may face legal action as a result of failure to follow Tanzania labour related to disciplinary hearing and its procedure. The disciplinary hearing procedures in Tanzania are governed by the Employment and Labour Relations Act CAP366 of 2004 the Employment and Labour Relations (Code of Good Practise) G.N 42 of 2007, and the schedule to the Code of Good Practice G.N. No. 42 of 2007, Guidelines for Disciplinary, Incapacity and Incompatibility
The main purpose of a disciplinary hearing is to correct the employee's behaviour and ensure that they conduct themselves professionally at work. However, it can also be a question of the employee not having the capability to perform the job as well.
The employee must be aware that before conducting a disciplinary hearing against an employee there are several steps to be conducted against an employee, this means that an employer cannot initiate a disciplinary hearing against the employee on the spot.
When an employee engages in minor misconduct or performs poorly, the first action that an employer should take is to issue a verbal warning and counselling so that the employee understands that certain actions are undesirable and that he may correct the behaviour.
When an employee's behaviour or conduct does not improve after being counselled or given a verbal warning, the next step to be taken by the employer is to issue a written warning. The...
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