Misconduct
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Double Jeopardy: Part 2
Missed out on Part 1? Click here We continue our discussion from last week. In addressing the matter of the company’s justification for embarking ... -
Double jeopardy
Much has been written on this subject, which still seems to contain grey areas or misunderstood conceptions in the minds of employers. Double jeopardy ... -
Don’t waste time in disciplining a staff member
Ivan Israelstam In order to optimise the corrective effect of discipline it needs to be implemented as swiftly as possible. This does not mean ... -
Don’t underestimate the investigation process
This is one major mistake made by employers which could prove costly Ivan Israelstam Employers make two common mistakes on receiving misconduct allegations against ... -
Domestic Employers can win at the CCMA
lvan lsraelstam Many domestic employers are faced with the problem where their employees walk out on them due to a grievance and the go ... -
Dissiplinêre kode & prosedure
Dissiplinêre kode & prosedure Hierdie kode dien as riglyn aan die werknemer met betrekking tot wat as onaanvaarbare gedrag beskou sal word. Dit spel ... -
Dismissals
Schedule 8 The Code of Good Practice: Dismissal Comments by Nicolene Erasmus 1. Introduction (1) This code of good practice deals with some of ... -
Dismissal for poor performance
Poor performance is a form of incapacity. It also be described as incompetence, lack of skill knowledge, Incompatibility, bad attitude, Carelessness, in accuracy, incomplete ... -
Dismissal as an appropriate penalty for Misconduct
It is not always easy for the Chairperson of a disciplinary hearing to conclude that dismissal may be an appropriate sanction in an act ... -
Dishonesty is a thorny issue to tackle
Ivan Israelstam Dishonesty in the workplace can take many different forms including: Stealing of the employer’s money out of the till, petty cash box ...
