Carlien Nienaber

About Carlien Nienaber

This author has not yet filled in any details.
So far Carlien Nienaber has created 726 blog entries.

A final written warning with an obligation

In the matter of Paarl Coldset (Pty) Ltd v Singh (DA1/2021) [2022] ZALCD 8, Mr. Singh (Respondent), a shift manager of Paarl Coldset (Applicant), a printing business, was dismissed after an altercation with an employee of a media news company, Ms. Cassim. The altercation which led to the dismissal occurred after the Respondent drove up [...]

2022-12-02T11:56:11+02:00December 2nd, 2022|General|0 Comments

Can an employer collectively dismiss employees with a common purpose to the misconduct?

The Labour Relations Act of 1995 (LRA), as amended, distinguishes between a “protected” and an “unprotected” strike. Employees who participate in a “protected” strike enjoy protection by the LRA and cannot be dismissed unless they are guilty of misconduct. Strikes can sometimes become violent and out of control, making it difficult for an employer to [...]

2022-11-30T06:23:45+02:00November 30th, 2022|Dismissal|0 Comments

Comparing employees found guilty of the same form of misconduct – Proceed with caution!

It is of the utmost importance that every employer has a reasonable and lawful disciplinary code and applies it consistently. (The importance of a reasonable and lawful disciplinary code will be discussed in another CEO SA article.) Where an employer may go wrong is in some attempt to distinguish between employees who commit the same [...]

2022-11-28T09:42:02+02:00November 28th, 2022|General|0 Comments

I can’t take this anymore; I’m out of here!!

Our previous article, "So, are you staying or going?", discussed the factors to consider when evaluating whether an employee resigns without confirming their intention in writing. The courts have held that the employee must prove a clear and unambiguous intention not to go on with the contract of employment by words or conduct that would [...]

2022-11-24T09:31:44+02:00November 24th, 2022|Resignation|Comments Off on I can’t take this anymore; I’m out of here!!

So, are you staying or going?

A contract of employment can end at the employer’s instance, in the form of a dismissal, or by the employee in the form of a resignation. Although a written resignation is preferred, sometimes the employee refuses to confirm their resignation in writing. Under these circumstances, determining whether the employee has resigned can create confusion for [...]

2022-11-23T09:59:07+02:00November 23rd, 2022|Resignation|Comments Off on So, are you staying or going?

What do you want from me?

It often happens when a matter is referred to the CCMA that specific issues in dispute are due to miscommunication or misinterpretation between the parties. This can be easily avoided by giving new employees proper training in their duties and responsibilities. Though challenging at the time, never underestimate the importance of defining roles and responsibilities [...]

2022-11-21T15:26:30+02:00November 21st, 2022|Contracts|Comments Off on What do you want from me?

Don’t cover your tracks with dishonesty

The Labour Appeal Court in South African Society of Bank Officials (SASBO) and Another v The Standard Bank Of South Africa Limited and Others JA32/2021 had to decide whether the Labour Court correctly set aside a CCMA award in favour of the employee. Ms Frazenburg was charged with dishonesty in that she falsified the bank's [...]

2022-11-18T09:17:24+02:00November 18th, 2022|General|Comments Off on Don’t cover your tracks with dishonesty

No Plan B | Ivan Mashwengane

Ivan sat at the red light, taking the time to re-examine the interior of his brand-new Mercedes Benz S500. The tan leather was butter soft to the touch - and it smelled great. Its light colour was a nice compliment to the pearl white exterior of the powerful car.  He glanced out and up at [...]

2022-11-18T07:31:33+02:00November 18th, 2022|Meet the Team|Comments Off on No Plan B | Ivan Mashwengane

Labour Court reinforces its zero-tolerance stance on unfair dismissals related to maternity leave

Dismissals related to pregnancy are considered automatically unfair in line with Section 187 of the Labour Relations Act 66 of 1995. The Labour Court has strengthened this position in the case of Brandt v Quoin Rock Wines C152/2021, where an employer had attempted to retrench an employee, who had returned from maternity leave, on the [...]

2022-11-16T14:38:58+02:00November 16th, 2022|General|Comments Off on Labour Court reinforces its zero-tolerance stance on unfair dismissals related to maternity leave
Go to Top