Action#1: Reporting you to the authorities
Fact: The CCMA doesn't care why you dismissed an employee... It only wants to know if you dismissed him fairly
And if you didn't do it fairly, you could have to pay him up to 12 months' salary!
Don't let this happen to you…
You can't discipline an employee for reporting your actions to the relevant authorities.
For example, if an employee notices that you are conducting illegal activities behind the scenes, and reports you, you can't discipline him at all.
Action#2: Lodging a grievance
Employees who lodge a grievance with your management or HR department can't be disciplined for it, regardless of your beliefs around the grievance.
Action#3: Refusing to carry out an unlawful or unfair instruction
This is obvious! You can't tell an employee to do something illegal, and expect him to listen to you.
If he refuses, you can't discipline him at all.
An employee may, in certain situations, even refuse an instruction which is reasonable! For example, if you give an employee an instruction which, according to the employee's knowledge and experience, will put him in unnecessary danger, he may refuse to obey it, and you won't be able to discipline him. If you do, for example, dismiss
him for it, it could very well be unfair.
This has been shown in the case of MITUSA obo Clarke vs National Ports Authority (2006, 9 BALR 861).
Action#4: Taking you to the CCMA
You can't discipline an employee for referring a dispute with you to the CCMA.
Action#5: Emotional response to abuse by management
You may not discipline an employee who responds emotionally to abuse by workplace management.
*Those were 5 actions you won't be allowed to discipline in the workplace.
To learn what actions you can discipline, take a look at our sample disciplinary policy in Chapter D 02
in your Labour Law for Managers
handbook, or click here
if you don't already have it.