Underperformance is rarely resolved by rushing to discipline or dismissal. In most cases, identifying the cause and applying structured performance improvement measures leads to better outcomes for both the employee and the organisation. By Carl Ranger Head of Training at Consolidated Employers Organisation (CEO SA)
“He never signed a contract, so he’s just a casual.” It’s a common refrain, and a dangerous misconception. In South African labour law, the absence of a signature rarely means the absence of an employment relationship. By Carl Ranger Head of Training at Consolidated Employers Organisation (CEO SA)
Recent Labour Appeal Court case law has revived the long-standing debate on when a disciplinary hearing legally “commences” - a question with serious consequences for the validity of suspensions. By Carl Ranger Head of Training at Consolidated Employers Organisation (CEO SA)
Resignations “with immediate effect” often leave employers uncertain about whether the employment relationship has lawfully ended and what rights remain regarding notice and remuneration. By Carl Ranger Head of Training at Consolidated Employers Organisation (CEO SA)
Employers are sometimes confronted with misconduct that goes beyond workplace discipline and enters the realm of criminal law. Knowing when reporting is mandatory and how to handle resignations in such circumstances lawfully is critical to avoiding serious legal risk. By Carl Ranger Head of Training at Consolidated Employers Organisation (CEO SA)
Disputes over whether an employee resigned or was dismissed are common at the CCMA. Poorly handled exits, especially during heated workplace incidents, can quickly expose employers to unfair dismissal claims, even where termination was justified. By Carl Ranger Head of Training at Consolidated Employers Organisation (CEO SA)
Employers often confuse uniforms with protective clothing, yet the legal distinction is critical when determining who bears the cost. Recent CCMA arbitration confirms clear obligations under labour legislation, particularly in the retail sector. By Carl Ranger Head of Training at Consolidated Employers Organisation (CEO SA)
Discretionary bonuses and 13th cheques are commonly used to reward performance and motivate employees. While employers have broad discretion in awarding these benefits, that discretion must be exercised fairly, consistently, and transparently to avoid disputes. By Carl Ranger Head of Training at Consolidated Employers Organisation (CEO SA)
Employers generally enjoy discretion in recruitment decisions – but that discretion is not unlimited. Where appointment decisions are unfair, irrational, or discriminatory, employers may face legal consequences. By Carl Ranger Head of Training at Consolidated Employers Organisation (CEO SA)
Workplace bullying is not just a human resources issue; it is a serious legal risk. The High Court judgment in Louw v Netcare Universitas Hospital confirms that employer inaction in the face of bullying can result in significant civil liability, well beyond the CCMA or Labour Court. By Carl Ranger Head of Training at Consolidated [...]