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inHR Base System
The Intoweb HR System, called inHR, sits on the Intoweb platform alongside 70 other modules
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The Enterprise version of the Intoweb HR system provides a complete end to end solution for all large companies HR needs, with very large staff complements, many branches, and even international presences.
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A SaaS cost effective simple HR system for small businesses.
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Intoweb's Disciplinary System has been developed to assist employers with the process to follow when they have to discipline staff. 

A lot of employers have no idea what the procedures are when you need to dismiss an employee and so many employers end up losing a case at the CCMA because of their lack of knowledge. Intoweb has created an online system that provides you with the information you need to minimise your risk of losing a case again.

 
Come view our Demo with a great cup of Coffee!
 

Benefits

What are the benefits of using Intoweb's Disciplinary System?
  • You can purchase the Disciplinary System as a standalone version - you don't have to buy the entire Human Resource System
  • The Disciplinary System runs online, which allows you to access any information from anywhere in the world at any given time, as long as you have Internet access.
  • The Disciplinary System fully integrates with the other Human Resource Modules

Features

General Features
  • Search - The search facility will allow you to search for an employee using their name or selecting the relevant employee from the company hierarchy.
  • Disciplinary history - With this facility you can display all disciplinary actions and notes for an employee.
  • Grievance - Using the grievance facility will assist you in taking the first steps in the grievance process.
  • Fact finding - Information surrounding the case is collected. Employees are selected to provide information.
  • Upload information - Faxes or scans of documents or actual electronic documents pertaining to the case are uploaded.
  • Disciplinary action - This facility assists you in choosing the disciplinary actions and recommends actions based on case information.
  • CCMA procedures - CCMA procedures are stored here for the five types of dismissal.
  • CCMA rules - This facility lists all acts and CCMA rules that are searchable, indexed, and in an easy to use form.
  • Reporting - The reporting facility will allow you to draw up monthly reports on disciplinary actions.
  • Add notes - Ability to add comments and notes to the employees file.
  • Disciplinary details - Using this facility displays the details of a disciplinary case.
  • Configuration admin - Set various configuration settings for the disciplinary system.
  • User adminl - Administer users that can access the system.
  • Notification system - Configuration of system events to send emails when certain actions occur.
  • Poor work performance - One disciplinary case is poor work performance. This section will guide the user through the proper legal CCMA required procedure for disciplinary action due to poor work performance.
  • Ill health - Another disciplinary case is ill health. This section will guide the user through the proper legal CCMA required procedure for dismissal due to ill health.
  • Misconduct - Another disciplinary case is misconduct. This section will guide the user through the proper legal CCMA required procedure for disciplinary action due to misconduct in the workplace.
  • Industry action - Another disciplinary case is striking or industry action. This section will guide the user through the proper legal CCMA required procedure for disciplinary action due to striking.
  • Time line - The time line provides guidance with respect to activities in the disciplinary process.
  • Probation - Each employee has a probation period, which has its own procedures for dismissal.
  • Evaluation - The disciplinary case evaluation templates.
  • Investigation - The investigation points of the disciplinary case.
  • Remedies - Suggested remedies for the employee due to the disciplinary case circumstances.
  • Instruction - Instruction given to the employee.
  • Training - Training to be given to the employee and record of actual training they received.
  • Employee feedback meetings - Capture the information the employee presents at meetings.
  • Rule contravened - Acts, laws and company laws contravened.
  • Check rule validity - Checking and the sign off of the validity of the rule contravened.
  • Employee awareness - Feedback from the employee concerning awareness of the rule, and information from management about making the employee aware of the rule.
  • Rule consistence application - Checking and the sign off of the consistency of the use of the rule contravened.
  • Warnings - Warnings given to employees. Generation of warning letters.
  • Guidance - Guidance given to employees.
  • Track record analysis - Analysis of the employee's track record and imprecations thereof.
  • Act compliance - Contravening rule compliance with the employment act.
  • Act compliance attempt - Investigation on how the employee tried to be compliant with the act.
  • Justified - Information whether the employee was justified to strike.
  • Trade union meeting - Capture minutes of trade union meetings.
  • Ultimatum and consequences - Strike ultimatum provided and their consequences.
  • Ultimatum analysis - Investigation whether the ultimatum is reasonable and whether it could be extended.
  • Negotiation - Negotiations with the employee(s).