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Trade union Solidarity threatens to take legal action over Telkom retrenchment notices: Here's how to avoid this fate when retrenching

by , 20 October 2014
As part of its turnaround strategy, Telkom is in a process of retrenching management and specialist workers.

According to City Press, Solidarity says it will take legal action if any of its members working at Telkom are retrenched. The union represents 16 of the 105 workers who got termination notices at the beginning of the month.

Last week, the union asked Telkom to retract the termination letters sent to the affected workers because the process wasn't fair, but Telkom refused. It says the letters had been issued as part of a legitimate process.

If Solidarity presses on with legal action, Telkom won't conclude the retrenchment process anytime soon. Instead, it will have to spend time defending a costly case in court.

Luckily, you can avoid this fate when retrenching in your workplace. Here's what you need to do...

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Warning! Your company could be next!
Don't make this retrenchment mistake. It could cost you over R1 million in compensation...
Discover how to avoid making the same horrific mistake Telkom, Sibanye Gold and Amplats made when retrenching their employees.


Here's how to avoid finding yourself in Telkom's shoes

Retrenchment is a sensitive issue and you must handle it with care.
You are, after all, ending your employment relationship with your staff for operational reasons and not because they've done something wrong or aren't performing properly.
So to avoid legal disputes and ensure your retrenchment process is fair and legal, you must take these five steps:
  1. Consider if it makes business sense to retrench (you've got to have a fair and valid reason to retrench.)
  1. Use a criteria that's fair and objective when selecting who to retrench.
  1. Consult with the relevant parties to find ways to avoid retrenching or to keep the number of retrenchments as low as possible.
  1. If you reach an agreement on all issues, set out all the details in a written agreement and ensure everyone involved signs. After this, implement retrenchments by giving notice to all employees affected.
  1. Decide on the severance package.
Taking these steps will ensure your retrenchment process is fair and legal. As a result, you'll avoid legal disputes.
PS: We strongly recommend you check out Retrenchments: How to make sure your retrenchment process is 100% correct. It explains all the above steps in great detail and assists you with every step of the retrenchment process so you can avoid making mistakes.

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Trade union Solidarity threatens to take legal action over Telkom retrenchment notices: Here's how to avoid this fate when retrenching
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