CCMA
-
Benefits and Unfair Labour Practice
The Labour relations act entitles employees to institute action against an employer for what is termed “unfair Labour practice.” (Section 186 LRA) One of ... -
Being ‘reasonable’ is a matter of interpretation
Before dismissing an employee, consider how the courts will see it Ivan Israelstam The concept of reasonableness in determining the merits of an argument ... -
Be very careful when dealing with dismissals
Ivan Israelstam It is important to know how to deal with employees. The Code of Good Practice: Dismissal states that: Advice and correction are ... -
Be sure not to dismiss for the wrong reasons
Ivan Israelstam Employers too often get rid of employees for reasons unacceptable in law. Some of these reasons include: The employer dislikes the employee ... -
Arbitration Proceedings at the CCMA
A Question of a Question…….. Part 2 We continue with our discussion on a rather interesting judgement (153 pages) has been handed down by ... -
Procedural and substantive fairness
The areas of procedural and substantive fairness most often exist in the minds of employers, H.R. personnel and even disciplinary or appeal hearing Chairpersons ... -
Arbitration is not necessarily final
Ivan Israelstam Section 143(1) of the LRA says “an arbitration award is final and binding”. This misleads employers and employees into believing that they ... -
Arbitrasie
Arbitrasie André Claassen Ons het verlede week gekyk na die meer informele proses van konsiliasie. Arbitrasie is ʼn meer formele proses. Tydens die verrigtinge ... -
Misconduct
Provided by the Commission for Conciliation, Mediation and Arbitration (CCMA) Code of Good Practice: Dismissal (General)Introduction 1. This code of good practice deals with ... -
Procedural Fairness
Procedural Fairness Even if there are valid substantive reasons for a dismissal, an employer must follow a fair procedure before dismissing the employee. Procedural ...
