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Discipline and dismissal

  • When, how and why can you dismiss a drunk employee?
  • When, how and why can you dismiss a drunk employee?
    Let's say one of your employees' returns to the office after his Friday lunch, drunk. What would you do? • Fire him on the spot? • Give him one week's notice and then he must be out of there? • Give him a letter of dismissal first thing on Monday morning? Did you know that if your employee's an alcoholic and you did any of the above actions he could take you to the CCMA? And you coul... ››› more
  • [08 August 2016]
  • Seven elements of gross insubordination you need to know before you dismiss an employee
  • Seven elements of gross insubordination you need to know before you dismiss an employee
    You instruct your employee to send you daily reports. After two weeks of asking him every day, you still haven't seen one report. He's blatantly ignoring your request. What can you do? In labour terms, this is insubordination. It's where the employee refuses to carry out a lawful instruction. You can dismiss for an isolated incident if it's very serious (gross) and violates your employer-... ››› more
  • [05 August 2016]
  • Here's what you can do if an employee bad-mouths you on social media
  • Here's what you can do if an employee bad-mouths you on social media
    We live in a day and age where social media has a huge influence on business. So much so that any negative comments can sink your company! So what can you do if an employee rips you and your company apart on social media? The answer is simple: You can take action! And in this article, I'll tell you how. Keep reading to find out what you can do... *****ADVERTISEMENT***** In just 30 mi... ››› more
  • [03 August 2016]
  • Read this before you dismiss an AWOL employee or be prepared for an unfair dismissal case
  • Read this before you dismiss an AWOL employee or be prepared for an unfair dismissal case
    Want to know why so many employers find themselves at the CCMA or Labour Court for unfair dismissal? It's simple. They deal with absenteeism without permission or AWOL incorrectly, say the experts at the Labour & HR Club. And if you decide on the spot that your employee has absconded or deserted with the intention to never return and dismiss him, he can take you to the CCMA and he'll probabl... ››› more
  • [25 July 2016]
  • Never ever make these four mistakes when disciplining an employee...
  • Never ever make these four mistakes when disciplining an employee...
    Can you spot the mistakes in this example? Tracey is responsible for making sure the petty cash balances each day. She's never seen the petty cash policy and procedure but it's on the company intranet. You explained the petty cash rules to her a long time ago. Everyone in the company, including Tracey's manager who oversees the petty cash, often borrows money from the petty cash. They use it... ››› more
  • [28 June 2016]
  • Eight ways to effectively deal with bullying in the workplace
  • Eight ways to effectively deal with bullying in the workplace
    You must deal with bullying in the workplace. If you overlook it, productivity will be affected and you'll lose key staff members. Don't take that risk. Because the biggest problem with bullying and harassment is that companies often do very little about it. First, let's find out why employees don't report bullying, and then we'll look at eight ways to effectively deal with bullying in yo... ››› more
  • [15 June 2016]
  • 10 Steps to legally dismiss an employee on probation
  • 10 Steps to legally dismiss an employee on probation
    So you hired the 'perfect' candidate... Or so you thought. He just isn't pulling his weight, and now you need to take action against him. But how? You know you can't just dismiss him - even if he is on probation! Today I want to share 10 steps you need to follow to make sure you dismiss your employee on probation fairly... Keep reading below for these steps.   ***** Advertisement ***** ... ››› more
  • [07 June 2016]
  • Two tips to describe allegations against a group of employees
  • Describing your allegations against an employee during a disciplinary hearing, is the first and most important step when disciplining him. But what if you're dealing with a group of employees? How would you deal with a situation like that? To help you understand what you must do in a situation like this, here's a actual labour case along with two tips... *****ADVERTISEMENT***** Everythi... ››› more
  • [18 May 2016]
  • I've drafted incorrect allegations for the disciplinary hearing! What can I do?
  • As you already know, when disciplining an employee you must always ensure you hit the nail right on the head when it comes to describing the allegations against him. So, you need to ensure the allegations you make in the disciplinary notice accurately describe what the employee actually did wrong, so that when the disciplinary hearing comes your employee could have prepared their case, and you ... ››› more
  • [17 May 2016]
  • The one thing that can turn your dismissal into a CCMA nightmare
  • Here's a scenario: Angelo has been called to a disciplinary hearing because he assaulted a fellow employee. During the hearing, the Chairperson refuses to listen to his side of the story, for the simple reason that the evidence is overwhelmingly against him. All in all, Angelo is fired, after which he refers the case to the CCMA. In the CCMA, the Arbitrator agrees that Angelo is definitely guil... ››› more
  • [16 May 2016]
  • Two simple strategies to effectively deal with workplace desertion
  • Here's the scenario: An employee of yours has not come to work for several days now, and in that space of time he's made no effort to contact you with a valid explanation. In a situation like this, the chances are, he's deserted you. And you'll probably want to dismiss him. But unfortunately, it's not that simple! You see, it's up to you to prove it was actually his intention to desert... ››› more
  • [11 May 2016]
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