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New B-BBEE codes unveiled! Find out what this means for your business...
Trade and Industry Minister Rob Davies has unveiled the new Broad-Based Black Economic Empowerment (B-BBEE) codes of good practice. Davies announced the new codes yesterday at the B-BBEE summit in Midrand. Reports suggest the codes will be published in the Government Gazette on October 11. Read on [read more...]Department of Trade and Industry set to announce new B-BBEE codes...
The Department of Trade and Industry, together with the Black Economic Empowerment advisory council, will announce new Broad-Based Black Economic Empowerment (B-BBEE) codes of good practice at a summit on 3 and 4 October, Fin24 reports. Read on to find out how this announcement could affect your [read more...]Industrial Action Report finds SA recorded the highest number of strikes last year
A 2012 Industrial Action Report tabled by the Department of Labour (DoL) has showed a significant increase in the number of strikes last year, compared to the previous four years, EyeWitnessNews reports. According to the report, there were 99 strikes recorded last year alone. Here are the key [read more...]by FSP Business, 09 October 2013 |
In every case of misconduct there needs to be a rule, norm, standard, policy or practice that an employee, either by an action or by a failure to act, has contravened or broken.
But what is misconduct?
The following offences constitute to misconduct
According to the Labour Law for Managers Loose Leaf Service, there's no complete or definitive list of types of misconduct that employees can commit at the workplace.
While this may be the case, the following is a list of the more common offences committed in the workplace:
Is there a way to regulate offences that constitute misconduct?
Yes! You can regulate misconduct with a disciplinary code.
Your disciplinary code is the framework that stipulates how your employees must conduct themselves and behave at work or face disciplinary action.
While your employees have a right not to be treated unfairly or be dismissed unfairly you, on the other hand, have a right to expect acceptable conduct and satisfactory performance by your employees.
Remember, misconduct can become a serious problem if you don't manage it properly and fairly. So put a disciplinary code in place and outline offences that constitute to misconduct. Your code must also reflect the guidelines for managing misconduct in the workplace.
Can an employee, after reaching an agreement with her employer and withdrawing a case at the CCMA, re-open that case again? [see the answer]