Topics inside this course
Awareness and induction depth — not an accredited occupational qualification.
- Substantive and procedural fairness
- Progressive discipline versus gross misconduct
- Grievance is not the same process as discipline
- Representation rights at a high level
- When to stop and call HR
Built for the people who take the training
New and acting supervisors in South African workplaces who may issue instructions, warnings, or hear grievances.
What learners leave able to do
- State substantive and procedural fairness in plain language
- Investigate and involve HR before a final warning or dismissal
- Distinguish misconduct, poor performance and grievance
- Avoid instant dismissals via chat or hallway confrontation
Modules you can expect
Structure may tighten when you localise from your own source pack in Kre8AI — this is the shape of the library title.
- 1Fairness is two questions
What happened, and did we follow a fair process.
- 2Investigate first
Don’t punish on a rumour.
- 3Warnings that mean something
Progressive discipline and records.
- 4Gross misconduct
Serious — still not a hallway firing.
- 5Grievances
Hear them; don’t retaliate.
- 6Knowledge check
Scored assessment for supervisors.
Scored assessment for supervisors. Not CCMA advocacy training and not a licence to run a hearing without HR if your policy requires HR.
Written for the workplace, not for the statute book alone
Unfair dismissals are often supervisor improvisation: a threat in a meeting, a dismissal in a WhatsApp group, a warning with no investigation. This course is the introduction the LRA and Schedule 8 already expect organisations to give people who manage others.
Learners practise separating “I am angry” from “I have facts”, and “this is serious” from “I can skip the procedure”. Poor performance is named as a different path from misconduct so people stop using warnings as a performance-management substitute.
It is not a labour-lawyer programme. Charge sheets, hearing chairs, and CCMA tactics stay with HR and employee relations. The rule for learners is: if it might end someone’s employment, you are already past the point of solo decisions.
Generate from Schedule 8 and your disciplinary code in Kre8AI so the warning levels and representative rules match. Publish as SCORM or HTML. Pair with BCEA basics and manager essentials.
Induction for new supervisors is the usual assignment. Re-export when the disciplinary code changes, not when a single case goes badly — fix the code, then refresh the course.
Play the library demo, or generate a discipline intro from your LRA pack in Kre8AI.
What you would upload in Kre8AI
LRA overview, disciplinary code
- LRA 66 of 1995 (unfair dismissal overview)
- Code of Good Practice: Dismissal (Schedule 8)
- Your disciplinary code and grievance procedure
Formats, coach and provenance
- Standalone HTML to play in the browser; SCORM 2004 for your LMS.
- Optional AI course coach on Growth and Scale — grounded in approved material; off on quizzes and final assessment by default. Course plays offline; coach needs a network.
- Built in Kre8AI and reviewed before we published it. Not a substitute for your organisation's own policy — review before you make it mandatory.
Get the SCORM package while you are here.
Same course, SCORM 2004. Load it to settle the tracking question — and keep it as a course your people can take after you review it.
Request the package
SCORM 2004 zip. We ask for an email so we know which LMS you are testing — and so we can send the download.