Section 154:

154. The disciplinary procedures shall, without distinction or discrimination of any kind as to occupation, age, marital status, sex, sexual orientation, colour, race, religion, HIV status, national extraction, social origin, political opinion or affiliation— (a) specify the level of management which has the authority to take disciplinary actions; (b) provide for the worker to be informed of the charges levelled against him; (c) give the worker an opportunity to state his case; (d) give the worker the right to be accompanied in a hearing by his trade union representative or an officer of the Ministry responsible for labour relations or his legal adviser; (e) provide for proceedings, witness statements and records to be kept confidential; (f) provide for the matters to be dealt with without undue delay; (g) indicate the disciplinary actions which may be taken; (h) ensure that disciplinary actions are not taken until the case has been fully investigated into; (i) ensure that workers are given an explanation for any sanction taken; (j) provide procedures for right of appeal and for the appeal to be heard by a senior manager not involved in the initial disciplinary proceedings; (k) set a time limit not exceeding one fortnight for an appeal to be lodged; (l) provide for independent arbitration where the parties so wish.