MRL3702
ASSIGNMENT 2
SEMESTER 2 2026
UNIQUE NO.
DUE DATE: 2026
, Labour Law - MRL3702
Assignment 2 Semester 2 2026
Explain the concept "progressive discipline", why it is necessary and then list
examples of common disciplinary measures that align with progressive
discipline.
Progressive discipline is a corrective approach to employee discipline that applies
increasingly serious disciplinary measures when an employee repeatedly fails to comply
with workplace rules or performance standards. The purpose is to correct unacceptable
behaviour rather than punish employees. Employees are given an opportunity to
improve after each disciplinary step before more severe sanctions are imposed.
However, where misconduct is serious, such as theft, fraud, assault, gross dishonesty
or gross insubordination, dismissal may be justified even for a first offence. This
principle is recognised in South African labour law through the Code of Good Practice:
Dismissal, which states that discipline should primarily be corrective and implemented
through graduated disciplinary measures.
Progressive discipline is necessary because it:
Promotes fairness and consistency in the workplace.
Gives employees an opportunity to correct unacceptable behaviour.
Encourages compliance with workplace rules and organisational standards.
Protects employees from arbitrary or unfair dismissal.
Reduces disputes before the CCMA and Labour Courts by ensuring employers
follow a fair disciplinary process.
Supports good employment relations by focusing on correction rather than
punishment.
Examples of disciplinary measures that align with progressive discipline include:
1. Informal counselling or coaching.
2. Verbal warning.
ASSIGNMENT 2
SEMESTER 2 2026
UNIQUE NO.
DUE DATE: 2026
, Labour Law - MRL3702
Assignment 2 Semester 2 2026
Explain the concept "progressive discipline", why it is necessary and then list
examples of common disciplinary measures that align with progressive
discipline.
Progressive discipline is a corrective approach to employee discipline that applies
increasingly serious disciplinary measures when an employee repeatedly fails to comply
with workplace rules or performance standards. The purpose is to correct unacceptable
behaviour rather than punish employees. Employees are given an opportunity to
improve after each disciplinary step before more severe sanctions are imposed.
However, where misconduct is serious, such as theft, fraud, assault, gross dishonesty
or gross insubordination, dismissal may be justified even for a first offence. This
principle is recognised in South African labour law through the Code of Good Practice:
Dismissal, which states that discipline should primarily be corrective and implemented
through graduated disciplinary measures.
Progressive discipline is necessary because it:
Promotes fairness and consistency in the workplace.
Gives employees an opportunity to correct unacceptable behaviour.
Encourages compliance with workplace rules and organisational standards.
Protects employees from arbitrary or unfair dismissal.
Reduces disputes before the CCMA and Labour Courts by ensuring employers
follow a fair disciplinary process.
Supports good employment relations by focusing on correction rather than
punishment.
Examples of disciplinary measures that align with progressive discipline include:
1. Informal counselling or coaching.
2. Verbal warning.
