Unit 3 – Test Yourself Quiz

Incapacity: poor performance involves fault on the part of the employee.

Incapacity: poor performance should be dealt with by means of counselling and training rather than disciplinary action.

An employee who is called to a meeting to deal with underperformance may be accompanied by a trade union representative.

Termination should be considered as a first option in cases of poor performance because the school cannot afford to have employees who are not doing what is required of them.

If an employee fails or refuses to follow a formal programme of counselling and training determined by the employer, s/he may be disciplined for misconduct.

A school-paid employee may appeal to the MEC if he or she is dismissed for poor performance.

If it is decided that an employee lacks the capacity to fulfill the requirements of his/her job, the employer could consider demotion as an option for the employee.

If poor performance is due to the employee’s employment conditions beyond the control of the employee, this would not be regarded as incapacity.

The SGB has no role to play in cases of alleged poor performance on the part of state-employed staff.

It is entirely up to an employee who is not performing well to bring themselves up to the required level.