Read the scenario below and answer the questions that follow.

The Bad Apple The probationary review is an important aspect of performance management. No matter how good your hiring processes are, mistakes do happen. The probationary period is when you can catch mistakes but only if you take it seriously.

A Manager in a women's clothing chain had done all the due diligence in hiring a new HR Manager. The new hire had been given the thumbs up from all four interviewers, had a strong resume, and had a good reference from his previous employer. However, as per company policy, permanent placement was subject to the new appointee passing a probationary review after three months.

The Manager knew that they would be held accountable for doing a proper review, and therefore started gathering feedback on the HR Manager's performance. The initial indications were worrying. The HR Manager seemed to have problems working with women and this was a business where the majority of employees were women.

The Manager was concerned as it turned out that the HR Manager was a mistake. He failed the probationary review and was sent on his way. Interestingly, the Manager later heard through the grapevine that the previous employer was sure the fellow would not work out in the new job. Somehow this conviction did not dissuade them from giving him a glowing reference. Annoying as this sounds, it confirms that letting the HR Manager go was the right decision. By detecting the bad apple early, the system saved the company a lot of grief.

Question

2.3 The Employment Equity Act, No. 55 of 1998, provides for the Code of Good Practice (a disciplinary code for organisations). Discuss what the Code of Good Practice refers to, as well as the importance of the Code of Good Practice on dismissal for misconduct within an organisation. (10 marks)