With You're fired!' Your guide to substantively and procedurally fair dismissals
you'll know how you can dismiss
your employees 100% legally. What's more, your case will be watertight and will hold up at the CCMA.
And since we all know the law's on the employee's side, you need to know all the tricks in the book so you can have a solid defence for saying good-bye to that slacker!
Discover more here.
You can't dismiss an employee for a first offence
Dismissal is not usually appropriate for a first offence unless the offence is very serious. Reserve dismissal for instances of serious misconduct or repeated misconduct. In Thandi's case, this was the first offence by the employee. And it didn't have financial repercussions for the company.
There are rules you have to follow before you dismiss
Rule #1: Only consider dismissal in cases of very serious misconduct or repeated misconduct where less severe penalties have not had the desired effect of correcting the employee's misconduct.
This is because dismissal in employment law is the equivalent of the death sentence as a criminal penalty and shouldn't be imposed lightly or randomly.
Rule #2: Fair dismissal must be for a fair reason related to proven misconduct and carried out by means of a fair procedure.
Rule #3: Hold a proper disciplinary enquiry before imposing dismissal as a sanction. And remember the employee can challenge the dismissal as being procedurally and/or substantively unfair at the CCMA or a bargaining council as did Thandi's employee.
So next time you dismiss
an employee, make sure you follow these rules so you don't end up losing a CCMA case and have to pay an employee up to 24 months' salary in penalties.