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1. Abstract   A quest for accountability and fairness in the South African public service has been undermined by persistent gaps in discipline management, particularly in the application of PSCBC Resolution 1 of 2003. This study examines the impact of non-compliance with procedural principles and timeframes on dismissed employees and their families within the North West provincial government. Drawing on literature on procedural justice, consequence management, and labour law, the study assesses disciplinary policy practice, precautionary suspension processes, and the reluctance of departments to implement reinstatement awards.   The study adopted a mixed-methods design. The population comprised employees across nine North West provincial departments. Data were collected through document review of disciplinary case files and arbitration awards, a structured questionnaire administered to 100 respondents, and 30 semi-structured interviews with dismissed employees, employees with delayed reinstatement awards, and family members. Key informant interviews were conducted with labour relations practitioners. Data were analysed using descriptive statistics to assess variability and deviation from Resolution 1 of 2003, supplemented by thematic analysis of interview and case law evidence.   The data indicate widespread failure to follow Resolution 1 of 2003, with some reinstatement awards delayed by up to 17 years. In practice, departments often opened disciplinary hearings without adequate preliminary investigation, extended precautionary suspensions well past the 60-day statutory limit, and resisted implementing CCMA and Labour Court orders to reinstate employees. Consequences include prolonged income loss, asset repossession, psychological distress, stigma, and social breakdown for employees and dependents. Institutional resistance, manifested through repeated review applications and unlawful salary deductions, further weakens accountability.   The study concludes that administrative non-compliance generates measurable financial, psychological, and social harm that extends beyond the workplace. Recommendations include enforcing time-bound implementation of awards, establishing a central monitoring system, limiting procedural delay tactics, integrating family impact assessments, and strengthening accountability within labour relations units through progressive and team-based discipline, capacitated accountability mechanisms, and merit-based appointments.