Misconduct
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Sexual harassment – what to do when the monster knocks on your door
Written by Jeanne Hugo www.careers24.co.za South Africa was one of the first countries to create extensive legislation concerning sexual harassment in the workplace. As ... -
Seksuele teistering in die werksplek
Seksuele teistering in die werksplek André Claassen Dit is noodsaaklik dat werkgewers ʼn omgewing skep waarin die waardigheid en integriteit van werknemers gerespekteer word. ... -
To Suspend or Not to Suspend
When should an employee, who is under investigation or perhaps pending a disciplinary hearing, be suspended from duty? Under what circumstances may you suspend? ... -
Substantive Fairness
Substantive fairness By Nicolene Erasmus Introduction: substantive fairness Misconduct is one of three grounds recognised by the LRA to justify the dismissal of employees. ... -
Resignations and Disciplinary Hearings
The question is often raised regarding the resignation of an employee who is facing disciplinary action, or who resigns before, during or after the ... -
Redes vir ontslag
Redes vir ontslag André Claassen Arbeidswetgewing maak voorsiening vir drie tipes van ontslag naamlik ontslag vir wangedrag, swak prestasie (wat swak prestasie vir ongeskiktheid ... -
Reasons must be given for arbitrator’s decision
Ivan Israelstam There are few things more disappointing and shocking for an employer or employee than to receive an unfavourable arbitration award after having ... -
Reach of CCMA goes further than we think
Ivan Israelstam The Supreme Court of Appeal does not allow employers to fire employees at will. The Labour Relations Act gives CCMA commissioners a ... -
Procedural unfairness in disciplinary hearings
Procedural unfairness in disciplinary hearings Employers often find themselves having to pay out money in compensation at the CCMA because of procedural unfairness. This ... -
Procedural guidelines in arbitration cases
Ivan Israelstam Legal procedure makes it immensely difficult for a party at arbitration to win its case without witnesses. For example, should an employer ...
