Employees and Discipline

Both the private sector and government institutions in Malawi believe that for the smooth running of services there must be a set of rules according to a disciplinary code of conduct.

What are the offences that can lead to dismissal?

There are four categories: misconduct, serious misconduct, incapability and a sickness record. Each category has its own guidelines. 

• Misconduct includes: unauthorised absence, lateness in coming to work, abusive behaviour or language, minor breaches of company rules, failure to observe company operational procedures and minor breaches of security regulations.
• Serious misconduct includes: theft or unauthorised possession of property, engagement in bribery and corruption, committing a criminal offence and being under the influence of liquor or drugs during working hours.
• Incapability includes: lack of skill, poor performance, incompetence and gross negligence in performance of duties. This can lead to dismissal or demotion.
• A sickness record mainly covers unsatisfactory attendance at work, and this is categorised in terms of long and short term attendance or absence. Institutions can examine an employee's sickness record to see whether he or she is productive. If not, this may lead to the termination of their contract. Others, especially those who suffer from a long term sickness, may have to retire. However, those with short term sickness who are able to work may be required to take on more simple duties.

Decisions can only be made after an employee receives warnings, which may be verbal or written.