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Employee in jail – what now?
How does an employer deal with an employee who is being held in custody and/or is in jail?
Employer Liability for the Actions of their Employees
Employers must take proactive steps to avoid being held liable for the unlawful actions of their employees.
Facts and Evidence count in Disciplinary Hearings
After analysing and evaluating the evidence, in compliance with the law of evidence’s principles, the chairperson decides the guilt or innocence of an accused employee.
Reinstatement
Reinstatement is a remedy used in labour law for unfair dismissal and unfair labour practices.
Terminating a fixed-term contract of employment
The termination of a fixed-term contract of employment could cause major problems for an employer.
COVID-19 and Retrenchments
COVID-19 does not give employers the right to retrench employees as they please.
Dismissal due to breakdown of the Trust Relationship
Does dishonesty lead to a breach in the trust relationship so as to make the employment relationship intolerable?
Desertion of Employees from the Workplace
Desertion means that an employee has left the place of work and it is apparent that he/she does not appear to have any intention of returning to the workplace.
Dismissal of ill or injured employees
We are at the peak of the COVID-19 pandemic and in the middle of the cold and flu season. Employers must distinguish the cases of genuine illness from just sick of working.
Disciplinary Warnings: A Warning to Employers – Case Law Decisions
The primary objective of disciplinary warnings is to correct unacceptable behaviour of employees.
Short Time Work
Short time work as an alternative to retrenchment.
COVID-19: What must employer do if employee is infected
What to do if an employee contracts Covid-19 and has been in the workplace.
COVID-19: Can employees withdraw from the workplace?
Employees returning to work from the Covid-19 lockdown will need to show reasonable justification if they halt work on the basis that they may be exposed to the virus.
Calculation of Employees’ COVID-19 UIF TERS Benefit
How is the benefits payable to employers, on behalf of their employees, calculated in terms of the COVID-19 TERS?
Lockdown – working remotely, COVID-19 infection and compensation
Due to the lockdown some employees have not been able to work, while others are on the frontline of the fight against the virus or had to work remotely from home.
Impact of COVID-19 – Retrenchments and Demotions
It is highly likely that the negative impact of COVID-19 on employers will result in retrenchments and/or demotions.
Coronavirus (COVID-19) – UIF Claims/Benefits
The Government has announced the introduction of measures in response to the Coronavirus (COVID-19) and its impact on Unemployment Insurance Fund (UIF) contributors.
Labour Laws are still in effect during lockdown
There has been a lot of confusion over labour issues arising from the COVID-19 lockdown.
Resignations with immediate effect – Employer remedies?
An employee is entitled, at any time in a employment relationship, to resign and walk away from the employer.
The Impact of the Coronavirus in the Workplace
Given the extra-ordinary circumstances, employers need to consider the best manner in which they can contribute to the prevention of the spread of the virus.
Double Jeopardy
Double jeopardy occurs when an employee is disciplined twice for the same offence.
The vexatious litigant and review applications
It has become a trend for employees whose dismissals have been found to be fair by the CCMA to approach the Labour Court in an attempt to review the Award.
Invalid Settlement Agreements
A Settlement Agreement founded on a common mistake is invalid.
Rights and obligations in terms of sick leave
What are employees’ and employers’ rights and obligations in terms of sick leave?
Parental leave amendments
Under the Basic Condition of Employment Act, employees who wish to access the revised parental leave benefits of 10 days per annum are now able to do so with full rights.
Foreign Employers Cannot Escape SA Labour Law
South African labour law strongly protects people employed in South Africa. Furthermore, our courts do not easily give up jurisdiction to foreign courts.
Watch what you say to avoid dismissal
Section 16 of the Constitution affords everyone the right to freedom of expression. However, this right is not absolute and can be limited.
When Remorse Makes Dismissal Unfair
Case law reveals countless reasons given by CCMA arbitrators for an employer’s dismissal decision to be deemed unfair.
Apologise and save your job
It happens often that employers are faced with an employee at a disciplinary enquiry who vehemently denies the allegations against him/her or persistently denies any wrongdoing, even though the...
Absence does not make the heart grow fonder
Employers rely a great deal on, or expect employees to be present at work. It is therefore a major source of frustration for employers when employees are absent.
Hearsay evidence can render dismissals unfair
At a disciplinary hearing, the presiding officer (chairperson) should reject evidence that is legally inadmissible. One type of evidence that may be ruled inadmissible is when it is hearsay. What is...
Be Prepared for Disciplinary Hearings
In a Labour Court review case the employer had dismissed the employee for theft but the CCMA had ordered the employer to reinstate him.
If best candidate declines the job, is second best entitled to be appointed?
In the arbitration between the National Union of Mineworkers obo Donald Andile Mchunu v Tronox Mineral Sands, the Commissioner had to decide whether the applicant, the second best candidate,...
Polygraph Tests
The guidelines that follow are provided by the Commission for Conciliation, Mediation and Arbitration (CCMA) What is a polygraph test? It is a test used to verify a person’s truthfulness and is...
Fixed-term contracts not for permanent positions
Employers often lose at CCMA and bargaining councils in cases relating to fixed-term contracts of employment. A key reason for this is that employers do not understand the legal purpose of...
Reinstatement: A remedy for unfair dismissal and unfair labour practices
Reinstatement is a remedy used in labour law for unfair dismissal and unfair labour practices.
False Allegations of Racism may be Grounds for Dismissal
Can an employee who makes a false allegation of racism against another employee be dismissed? The answer is yes, employees can be dismissed for making false accusations of racism. Facts of a recent...
Jailed employees – dismissal for operational incapacity?
Our previous article was about the rights of jailed employees. This article is more about the employer's rights when an employee is jailed. As was mentioned in our previous article, employers are...
Jailed employees still have rights
It seems obvious to employers that, if an employee is arrested by the police he has ‘dismissed himself'. However, this mistaken belief is born from wishful thinking. Reasons for such wishful...
Smoking cannabis (dagga) at home and reporting for work
Since the Constitutional Court declared the private use of cannabis (dagga) legal in the matter of Minister of Justice and Constitutional Development and Others v Prince & Others [2018],...
Jail time for lying on your CV
In recent times we have read a lot in the media about people lying about their qualifications. The South African job market is tough, so much so, that a high number of people have resorted to lying...
Poaching former colleagues could be costly
A recent court case proved it may be worthwhile for companies to go after former employees who poach their talent. Massmart did exactly that by going after a former employee who had poached an...
Absenteeism and the Law
Many employers experience problems with employees being absent from work. In fact, in many workplaces absenteeism is a major concern as it impacts negatively on the operational requirements of the...
Can an employee resign by e-mail or SMS?
Can an employee resign from a job by email where the employment contract requires resignations to be in writing? The question has interesting implications for how people communicate with each other....
Employee Suspension: A change in due process
On 06 February 2019 we posted an article about employers failing to comply with due process when suspending and employee, in that an employee must be afforded the opportunity to make representations...
Informal Employment Does Not Protect Employers
It is a common and erroneous belief amongst employers that they protect themselves by employing staff without a letter or contract. In fact, the converse is true. The law does not make signed...
Consequences of selective re-employment following dismissal
Re-employing a dismissed or terminated employee can have unintended consequences, especially when the other employees dismissed or terminated for the same or similar reasons find out about this and...
Employee Suspension: Employers STILL getting it wrong
The suspension and ultimately reinstatement of primary school teacher, Elana Barkhuizen from Laerskool Schweizer-Reneke has again highlighted how employers fail to appropriately follow due procedure...
Loophole employees were using to dodge disciplinary hearings are now closed
Employees due to appear in disciplinary hearings have been exploiting a legal loop that allowed them to walk away without having answered to charges of misconduct. It is an increasingly frequent...
Pregnant Employees – Testing Differential Treatment
In the recent case of Impala Platinum Ltd v Jonase and Others, the Labour Court (LC) dealt with an appeal against an unfair discrimination award, brought in terms of section 10(8) of the Employment...
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