Do you have an employee that you want to dismiss, but aren't sure if it's substantively fair? Here's how to make sure it is so you don't pay thousands in compensation if your employee take you to the CCMA.
According to The Labour Law for Managers Loose Leaf Service, substantive fairness means there's a fair or valid reason for you to dismiss an employee.
If you dismiss your employee and th... ››› more
Do you have an employee that you want to dismiss, but aren't sure if it's substantively fair? Here's how to make sure it is so you don't pay thousands in compensation if your employee takes you to the CCMA.
Substantive fairness means there's a fair or valid reason for you to dismiss an employee.
If you dismiss your employee and the reason is automatically unfair, you may be ordered to rein... ››› more
Lying is a form of dishonesty and depending on the circumstances may be serious enough to warrant dismissal. This is because it could make an employment relationship intolerable because it damages your ability to trust the employee.
Find out how the Mosselbay Municipality won their dismissal case because of an employee's dishonesty...
Mr J van der Merwe vs Mosselbay Municipality (2009) 18 SA... ››› more
Hearsay evidence isn't reliable. Because it's when someone tells you what someone else said. In other words, it's actually the third account of a story. And the reason why this evidence is suspect, and sometimes inadmissible, is because you can't cross-examine the person who actually saw what happened... Or at least said they did.
If you're not careful it can turn into a game of broken telephon... ››› more
It's your worst nightmare! You have a water-tight case. You've got all your proof the employee's guilty, but you make one silly mistake. And now you have to pay a guilty employee. And to add insult to injury, you now have to take the employee back too.
Find out what Traffic Violation Services did wrong so you don't end up in their shoes, paying a guilty employee. The case: Elias vs Traffic Viol... ››› more
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