There is no legal bar to the conduct of disciplinary proceedings and a criminal trial simultaneously against an employee in respect of the same incident. (!) [1000702290007][1000702290009][1000702290010][1000702290012][1000702290015]

Disciplinary proceedings may be stayed pending conclusion of the criminal trial only if the criminal charges are grave, involve complicated questions of law and fact, and their continuance would prejudice the employee's defence in the criminal case; gravity of charges alone is insufficient. (!) (!) (!) (!) (!) [1000702290012][1000702290015][1000702290016]

Courts must balance the need for a fair criminal trial against the employer's and employee's interest in expeditious conclusion of disciplinary proceedings, which cannot be stayed indefinitely or unduly delayed. (!) (!) (!) (!) [1000702290012][1000702290014][1000702290015][1000702290017]

Where criminal trials are likely to be prolonged (e.g., due to large number of accused/witnesses, slow pace, or adjournments), trial courts must expedite proceedings (e.g., conclude within one year, fortnightly adjournments, accused cooperation required), failing which disciplinary proceedings must resume and conclude without further stay.[1000702290017][1000702290018]