Chairperson: Financial Disciplinary Board at Amahlathi Local Municipality

REQUIREMENTS

• LLB or related qualification specializing in Labour Law
• Minimum of 5 years' experience in practicing Law, or Postgraduate Diploma in Forensic Investigation.
• Certified Fraud Examiner.
• Member of Association of Certified Fraud Examiners (ACFE).
• Certificate in Chairing a disciplinary hearing.
• At least 5 years' experience in forensic investigation, risk management or auditing.

COMPETENCY REQUIREMENTS

• The chairperson of the Municipal Disciplinary Board should at least meet the following competency requirements.
• Leadership and personal qualities commensurate with the role.
• Ability to communicate effectively, to lead and participate in professional discussions.
• Good understanding of the Disciplinary Board's position in the governance structure, its roles and responsibilities.
• Ability and capability to conduct Disciplinary Board's affairs efficiently and effectively.
• Good understanding of the treatment of allegations and investigations.
• Sound knowledge of issues affecting the local government.
• Ability to advise the Council, Municipal Manager and Management.

Requisite expertise/ skills and experience in the following fields:

• Internal controls
• King IV Report on Corporate Governance
• Anti-fraud and Anti-corruption
• Financial and Management Accounting
• Performance Management
• Risk Management
• Knowledge of Municipal Legislation
• Extensive knowledge of Labour Relations Act

KEY RESPONSIBILITIES

The Disciplinary Board will be expected to:

• Develop terms of reference that will ensure that all the investigative powers relating to allegations of financial misconduct vast solely with the DC Board,
• Assist the Council with the investigation of allegations of financial misconduct,
• Investigate allegations of financial misconduct upon receipt of instruction from the Council,
• Conduct a preliminary investigation to determine whether the allegation is founded and make a recommendation to the Council as to whether sufficient grounds exist to warrant a full investigation into the allegation,
• To make determination that the allegation is frivolous, vexatious, speculative, or obviously unfounded, the investigation must be terminated,
• Conduct full investigation if allegations are found,
• Prepare and submit reports to the Council as appropriate for each case and associated terms of reference,
• Provide recommendations for further steps to be taken regarding disciplinary proceedings, or any other relevant steps to be taken
• Monitor the institution of disciplinary proceedings against the alleged transgressor