Kgokamo Security Services

04/06/2026

Please Take Note!

13/05/2026

13/05/2026

10/05/2026

✅❌ Myth vs Fact: Discipline & Dismissal

Let's address some common misconceptions circulating in the Private Security Sector.

❌ MYTH: An employer can dismiss an employee on the spot for serious misconduct.
✅ FACT: Even in cases of serious misconduct, a fair disciplinary hearing must take place BEFORE dismissal is implemented. Immediate suspension pending a hearing is permissible — immediate dismissal without a hearing is not.

❌ MYTH: A verbal warning has no legal weight.
✅ FACT: Verbal warnings are a legitimate first step in progressive discipline and should be documented in writing to create a clear record.

❌ MYTH: An employee can be dismissed for a first offence of ordinary misconduct.
✅ FACT: Progressive discipline requires escalating sanctions — verbal warning → written warning → final written warning → dismissal — unless the offence is serious enough to warrant immediate action.

❌ MYTH: An employee who resigns before a disciplinary hearing avoids all consequences.
✅ FACT: An employer may note the outcome in employment records and provide an accurate reference.

Stay informed. Fair discipline protects everyone.

09/05/2026

🚪 Abandonment of Post — A Serious Matter

In the Private Security Sector, abandonment of post is treated as a serious form of misconduct — and for good reason. An unguarded post creates real risks to people, property, and the client relationship.

What constitutes abandonment of post?
• Leaving a designated post without authorisation or relief
• Failing to report for duty without notice or explanation

Employer obligations:
✅ A formal disciplinary process must still be followed before dismissal — even in clear-cut cases.
✅ The employer must attempt to contact the employee and establish the reason for absence.
✅ A written notice inviting the employee to show cause why their absence should not be treated as desertion must be issued.

Employees:
If you are unable to report for duty, communicate with your employer promptly. Silence creates serious risk to your employment.

29/04/2026