Nkadimeng Danny Legal & Compliance Support
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NOTICE OF DISCIPLINARY HEARING AND CHARGE SHEET

[Employer name]
[Date]

TO: [Employee full name, employee number, position]

You are hereby notified that you are required to attend a disciplinary hearing convened in terms of the [Employer]'s Disciplinary Code, read with Schedule 8 of the Labour Relations Act, 1995.

1. DETAILS OF HEARING
Date: ___________________  Time: ___________
Venue: ____________________________________
Chairperson: ______________________________
Initiator (employer representative): _______

2. CHARGES
You are charged with the following misconduct:

Charge 1 – [Title of misconduct, e.g. Gross dishonesty]
It is alleged that on [date], at [place], you [describe conduct in factual detail, including dates, amounts, witnesses where known], in breach of [specific policy clause / common law duty].

Charge 2 (alternative or additional) – [Title]
[Factual description]

3. YOUR RIGHTS AT THE HEARING
3.1 You are entitled to representation by a fellow employee or shop steward (no external legal representation unless the policy or chairperson permits).
3.2 You may call witnesses and cross-examine the employer's witnesses.
3.3 You may lead documentary evidence in your defence.
3.4 You may request an interpreter if needed.
3.5 You are entitled to a reasonable opportunity to prepare. You may request a postponement in writing with reasons.
3.6 You are entitled to a written outcome with reasons.

4. EVIDENCE TO BE LED
The employer intends to rely on the following documents and witnesses (copies / list attached):
- [Document 1]
- [Witness 1, position]

5. POSSIBLE SANCTIONS
Should you be found guilty, possible sanctions include (without limitation) a written warning, final written warning, demotion, suspension without pay, or dismissal.

6. ACKNOWLEDGEMENT
I acknowledge receipt of this notice and charge sheet on [date].

Employee signature: __________________  Date: __________
Witness signature: ___________________  Date: __________

This template is a starting point and not legal advice. The charges must be supported by evidence and the process must comply with the Code of Good Practice: Dismissal.