Aligned with the Sept 2025 Code of Good Practice: Dismissal•ECTA Sec 13 Compliant Digital Signatures•Instant PayFast Checkout (Capitec Pay & Instant EFT)
Progressive discipline pack for habitual late coming and poor timekeeping — verbal, written and final written warnings with expiry tracking under the Sept 2025 Code.
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Step 1 · Offence & Statutory Guardrail Intake
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What must be proven: Keep accurate clocking or register records of each late instance; Record the employee's reason for each occasion.
First-offence guideline: Late coming is a classic corrective-discipline offence: counsel first, then verbal, written and final written warnings. Dismissal for a first offence is almost never fair; keep records of each instance and the employee's reasons.
Recommended action mode: Direct Warning Pack — corrective discipline is usually appropriate for a first offence; escalate to a hearing for repeat or serious cases.
Example wording: It is alleged that on or about 15 January 2026, you reported late for duty, at the workplace without prior permission or an acceptable reason, in breach of the Company's timekeeping rules, despite as will be set out in evidence at the hearing.
Or pick the closest symptom — we configure the charge, alternative and action mode:
No automatic alternative for this offence. Do not add an unsupported allegation.
Prior warnings on file
None recorded.
Understanding this offence: Habitual Late Coming & Poor Timekeeping
LRA 66 of 1995, Code of Good Practice: Dismissal (Sept 2025) — corrective/progressive discipline for less serious misconduct.
Standard charge formulation
It is alleged that on or about 15 January 2026, you reported late for duty, at the workplace without prior permission or an acceptable reason, in breach of the Company's timekeeping rules, despite as will be set out in evidence at the hearing.
First-offence sanction guideline: Late coming is a classic corrective-discipline offence: counsel first, then verbal, written and final written warnings. Dismissal for a first offence is almost never fair; keep records of each instance and the employee's reasons.
CCMA procedural fairness checklist
Keep accurate clocking or register records of each late instance
Record the employee's reason for each occasion
Apply progressive discipline: counselling, verbal, written, final written
Check consistency — how are other late employees treated?
Consider transport and personal circumstances in mitigation
Guidance only — establish the facts, consider the employee's response, consistency and mitigation. No automatic sanction or guaranteed CCMA outcome.
Standard charge formulation
It is alleged that on or about [DATE], you reported late for duty at [LOCATION] without prior permission or an acceptable reason, in breach of the Company's timekeeping rules, despite [CONDUCT].
Statutory guidance
Statutory reference
LRA 66 of 1995, Code of Good Practice: Dismissal (Sept 2025) — corrective/progressive discipline for less serious misconduct.
First-offence sanction guideline
Late coming is a classic corrective-discipline offence: counsel first, then verbal, written and final written warnings. Dismissal for a first offence is almost never fair; keep records of each instance and the employee's reasons.
Category
Misconduct
CCMA procedural fairness checklist
Keep accurate clocking or register records of each late instance
Record the employee's reason for each occasion
Apply progressive discipline: counselling, verbal, written, final written
Check consistency — how are other late employees treated?
Consider transport and personal circumstances in mitigation
Frequently asked questions
How many warnings before dismissal for late coming?
There is no fixed number, but progressive discipline typically requires at least a final written warning for repeated late coming before dismissal is considered.
Can I deduct pay for late coming?
You may deduct pay for time not worked (no work, no pay), but not as a punitive fine — that would breach the BCEA.