Sibanye Gold's output and revenue has been severely affected by an underground fire.
In financial terms, the lost production amounts to R28 million and the damaged area will be inaccessible until at least the middle of next year, says TimesLive.
That's why the mine's now started talks that may lead to job cuts at its Beatrix West operation.
"We are looking at ways to minimise the losses and depending on the discussions with the government and unions there may be lay-offs," spokesperson James Wellsted said in the article.
Whether your company has a workforce big enough for such large-scale retrenchment plans or you're only planning on retrenching one person, the results are always drawn out and upsetting to everyone involved, says FSP Business
That's why retrenchments often mean time at the CCMA when disgruntled former employees claim the dismissal was unfair.
Make sure you have fair and valid reasons for retrenchments
Not sure where to start?
The CCMA says if your company is contemplating retrenchments, Section 189A of the Labour Relations Act needs you to give employees notice and to consult with them on a range of issues first.
You're legally obliged to consult with your employees on the following seven aspects of retrenchment
You'll need to consult with your employees on the following seven aspects of retrenchment:
Reasons for the proposed retrenchment;
Measures to avoid retrenchments;
Possible alternatives to retrenchment;
Timing of the dismissals;
The method of selecting employees for retrenchment;
Severance pay; and
Measures to mitigate the harsh effects of retrenchments.
Then, remember that your employees' trade union or worker representatives may request a CCMA facilitator within 15 days of receiving the notice of possible retrenchments, says FSP Business
Follow these steps and you'll have proof that your retrenchment process is fair.