My Incidents: if an incident is raised about you

What this guide covers

If a disciplinary incident is logged about you, you are notified and asked for your side of the story. This explains what to do, what acknowledging means, how the outcome is decided, how to sign for receipt of a warning, and how to accept it or disagree.

My Incidents is your own page. Only you can acknowledge your incident, give your statement, sign for a warning and answer the outcome. Take it seriously, but don't panic: acknowledging and signing are about receipt, not guilt or agreement.

The path

You are told, read and acknowledge receipt, give your statement, nothing is decided before you are heard, the outcome, sign for receipt of a warning or refuse, then I accept or I disagree, and HR decides a disagreement

Using My Incidents

Open My Incidents from the "My stuff" grid on the dashboard. It lists every incident on your record as a card with its number and status. An "All" / "Awaiting my reply" / "Resolved" switch filters them, and a banner tells you how many are waiting for you, including any warning you still have to sign for. Open a card to see the incident: its category, date, who raised it, the facts as recorded, and any evidence.

What to do

You are told. Your manager should tell you face to face; myWork notifies you with a link.
Read the document. Check the category, the facts and the evidence.
Acknowledge receipt. Under "Acknowledge Receipt", type a short confirmation and click I Acknowledge Receipt. It means "I received and read this". It does not mean you agree.
Give your statement. Under "Your Response", write your side and click Submit response. You can add more than one response.
Add documents or photos, if you have any. Under "Evidence", use Choose file to add a sick note, a screenshot of a message or a photo that supports your side. This is optional.

You have 24 hours for your statement, counted from when you were told at work, or from your next clock-in if you were off. The page shows the time left. If you need more time, ask your manager or HR: they can extend it once, by one working day.

Your responses are part of the record. The manager, HR and whoever decides read them, and the person deciding must confirm in myWork that they have read your statement before they can decide. Responses cannot be edited or removed once submitted, so write calmly and factually. You may ask a colleague or a shop steward to help you write it.

When you acknowledge or respond, myWork records the time, your network address and the device you used (for example the phone model and browser). This proves you received and answered the incident, and it is used for nothing else.

Adding your own documents

Your side can include more than words. A sick note, a message, a photo or a time record can show what happened, and you can add them to the incident yourself.

What you can add: photos (JPG, PNG, HEIC), PDF, Word, Excel, text files and voice notes, up to 15 MB each. Type what it is under "What is it?" first, for example "Sick note from the clinic". You can choose several files at once, and on a phone you can take a photo straight away.
When: at any time, also after the outcome, for example for your appeal or a certificate that arrives late. Only a withdrawn incident takes no more documents.
What happens: the document appears under Evidence marked "added by you", the incident's channel is told, and whoever decides must confirm they have read it before they can decide.
It does not replace your statement: the decision waits for your written statement or the end of the reply window, not for documents. Write your side as well.
Who can see it: the same people who can see the incident: you, the person who raised it, the managers above you who can raise incidents, whoever decides, and HR. A medical note is private health information, so add only what explains your side.
It stays on the record: you cannot remove a document once it is added, so check you chose the right file.

What happens next

Nothing is decided before you are heard: not before your statement is in or the deadline passes.
Your manager decides most incidents, up to a Second Written Warning. HR decides the serious ones, such as a Final Written Warning or a dismissal hearing, and can step in on any incident.
The outcome appears on the incident page and in its channel:
- Not upheld: you are cleared, with a finding saying why. The record stays, showing it was raised, investigated and not upheld.
- A warning: the level, the reasons, who decided and when, and the date it expires. An expired warning stays on file but no longer counts.

Signing for receipt of your warning

When the outcome is a warning (a Verbal Warning too), you are asked to sign that you received it. My Incidents shows a banner and a Sign for receipt tag on the incident, and a card appears in your Pending Approvals.

Receipt, not agreement: your signature confirms that you received the warning and that it was explained to you. It does not mean you agree, and it does not affect your right to disagree (appeal) or to go to the CCMA. You can say so in the optional comment, for example "I sign for receipt; I do not agree with the finding."
How: open the incident. Under "Sign for receipt of your sanction", type your full name as the page shows it, then click I sign for receipt and confirm. This is your e-signature: myWork records it with the date and time, your device and your network address.
When: within one working day of the outcome. The card shows "Please sign by" with the exact time.
If you refuse: click I refuse to sign, write why, type your full name and click Record my refusal. Refusing does not cancel the warning: your manager or HR confirms the refusal, and the warning stands. Until they confirm it, you can still change your mind and sign.
Refused in person: if you tell your manager in a meeting that you will not sign, they can record that refusal themselves, with a witness.
Changed your mind later? Once a refusal is confirmed, ask your manager or HR to send it to you again. You then have one working day to sign.
After an appeal: if HR reduces the warning, you are asked to sign for the new level. If the appeal clears you, there is nothing to sign. A Not upheld outcome has nothing to sign either.

Your answer to the outcome

When the outcome is a warning, the page also asks for your answer. This is separate from signing: you can sign for receipt and still disagree.

I accept the outcome: recorded on the incident. Until the deadline you can still change your mind and disagree.
I disagree, send it to HR: say why the finding or the sanction is wrong. This is your appeal, and it must be in within 3 working days of the outcome; the page shows the last day.

HR decides your appeal within 3 working days, through someone who did not make the original decision. HR may confirm the outcome, reduce it, or set it aside. It can never be increased. You see the decision and the reasons on the incident page.

Whatever the outcome, you can still refer a dispute to the CCMA. No one may victimise you for giving a statement, appealing, or helping a colleague do so.

Good to know

Acknowledge and respond early. It shows you engaged and gets your side on record inside the window.
Sign for receipt, even if you disagree. It only proves you received the warning; your disagreement goes in the comment and in your appeal.
Ask if you're unsure. The speech-bubble icon next to the raiser's name opens a direct chat; HR can be reached the same way.

The Incident Log (QIL): how a disciplinary incident works: the full process.
Chat, Record Channels and Notifications: how notifications reach you.