Misconduct
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Alcohol and drugs in the workplace
Employers are faced with this problem on a regular basis. Abuse of alcohol or drugs on the workplace while on duty, the consumption of ... -
Alcohol & drug abuse – Drunk enough or not drunk enough?
I came across a Court judgement the other day which really caused me concern. It dealt with the matter Astore Africa (Pty) Ltd v ... -
Afwesigheid
Afwesigheid André Claassen Soos bespreek in vroeëre artikels is ʼn dienskontrak nie eensydig nie, of word nie net een party daardeur bevoordeel of beskerm ... -
Accused employees entitled to legal assistance
Ivan Israelstam Item 4 of the Code of Good Practice: Dismissal (The Code) contained in Schedule 8 of the Labour Relations Act (LRA) states ... -
Conflict of Interests
Avoid activities that clash with employer’s interests Ivan Israelstam It is inherent in the nature of employment relationships that, as employers pay the employee ... -
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 ...
