In cases of dismissal, and where the reason for it is, in any way, related to the probation of an employee, the con-arb
process is compulsory.
649 New cases are referred to the CCMA every day. Only 72% of the cases are settled...
What happens to the rest?
Did you know a full 38% if all cases end up at arbitration, the Labour Court or in strikes
or lock-outs? That's a massive 247 cases that leave employers, just like you, battling it out with an employee.
Don't lose your case because of a technicality... Be armed with the one
tool that will give you the winning solution to fighting your case at the CCMA.
Click here to get your hands on the one tool no employer should be without...
The Commission for Conciliation, Mediation and Arbitration (CCMA) must give you 14 days' notice of its intention to follow the con-arb
If you wish to object to the con-arb
process, you must give a written objection within at least 14 days before the scheduled meeting date.
1 important tip
With the exception of number 1 above, it's advised to ALWAYS object to the con-arb
The reason for this is because, if you don't object, you'll have to begin preparing for arbitration,
from the beginning.
So by you objecting, you get extra time by making use of the separate processes of conciliation
*To learn more on conciliation and arbitration, subscribe to Labour Law for Managers
where you'll receive up-to-date, practical advice.
The LRA amendment came into effect on 1 January 2015. Do you know what the key changes are?
You might be aware the Labour Relations Act
amendment came into effect, but the real question is do you know how these changes affect you and your company?
That's why we have the Labour Law for Managers Loose Leaf Service
which provides you with updates every time a new labour law comes into effect. We keep you updated so you can comply and avoid penalties that could cripple your business!
Get your copy here