Where it applies, the Industrial and Commercial Employment (Standing Orders) Ordinance 1968 sets out default terms of employment and, critically, the disciplinary procedure an employer must follow before dismissing a worker for misconduct.
Why disciplinary process matters
A dismissal carried out without following the required procedure — notice of the charge, an opportunity to respond, and a proper inquiry — is vulnerable to challenge even where the underlying misconduct genuinely occurred. Substance without process is not enough.
What a compliant policy addresses
- Categories of misconduct and the corresponding disciplinary response
- The inquiry procedure, including notice and opportunity to be heard
- Grounds and process for termination, distinguishing misconduct from redundancy
- Grievance handling for employee complaints
Applicability
Whether the Ordinance applies, and to which category of establishment, depends on the nature and scale of the employer and the applicable provincial adaptation. This is worth confirming before assuming either that it applies or that it does not.
What to do next
Bring your current disciplinary and workplace policies, or confirm none exist, so the applicable requirements can be assessed against your establishment.