We’re Not a Family. We’re a Team (And That’s a Good Thing)
What Netflix’s Culture Teaches Us About Performance, Trust, and the Price of Excellence Every company loves to say, “We’re like a family.” It sounds warm, human, and safe. But let’s be honest, families don’t cut underperformers like a sports team would. Families forgive; teams compete. Families give you unconditional love; teams expect you to earn [...]
Legal insight on delayed disciplinary hearings and unpaid suspension
Disciplinary procedures must be both fair and efficient. Prolonged delays not only undermine workplace discipline but can also prejudice employers. The Labour Court judgment in Strydom v ArcelorMittal South Africa provides important guidance on how delay tactics, particularly those caused by employees, can justify unpaid suspension. By Carl Ranger Head of Training at Consolidated Employers [...]
Does Calling Someone a Racist Amount to Racist Conduct
This article examines whether an employer may dismiss an employee merely for referring to another person as a racist. It further analyses the key lessons arising from Commercial Stevedoring Agricultural Allied Workers Union obo Qomoyi v Commission for Conciliation, Mediation and Arbitration and Others (CA18/2024) [2026] ZALAC 15. The judgment provides important guidance regarding workplace [...]
Infographic: A necessary roadmap to a smoother arbitration
Pre-arbitration minutes play a critical role in arbitration proceedings. Once signed, they are binding agreements that define the issues in dispute, promote efficiency, and guide the commissioner. Employers often underestimate their legal weight - a mistake that can be costly. By Carl Ranger Head of Training at Consolidated Employers Organisation (CEO SA)
Petty Misconduct, Serious Consequences
A key issue in misconduct matters is distinguishing between mere wrongdoing and conduct that warrants dismissal. This distinction becomes especially important in cases involving petty misconduct, where the real question is not whether misconduct occurred, but whether dismissal is fair, proportionate, and justified. Too often, employers adopt the view that “stealing is stealing” and insist [...]
Ergonomics Beyond the Office
Labour-law frameworks were historically developed around conventional office-based employment structures. However, workplace arrangements have increasingly shifted toward hybrid and remote models, accelerated by the COVID-19 pandemic and reinforced by rising fuel and commuting costs. As employers continue to accommodate flexible working arrangements, uncertainty persists about the extent of occupational health and safety obligations in home-based [...]
Infographic: A practical guide to managing underperformance
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)
There’s always a way!
Zolile Maphosa’s favourite book is The Monk Who Sold His Ferrari, and that choice tells you more about him than any job title ever could. It’s not a book for people who want chaos, noise, or drama for entertainment. It’s for people who like a clear head, a steady pace, and a life that makes [...]
Infographic: Why an Unsigned Contract Doesn’t Mean Casual Employment
“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)
Motivation Beyond Pay: Practical Employer Led Initiatives to Sustain Engagement Mid Year
As the year progresses into its midpoint, many workplaces experience a natural dip in energy and motivation. Public holidays have passed, winter is setting in, and economic pressures, particularly rising household costs, are beginning to weigh more heavily on employees. For employers, this often coincides with limited financial flexibility, making it difficult to implement salary [...]
Infographic: When Does a Disciplinary Hearing Truly Commence?
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)
When Communication Becomes Termination
Workplace communication is often informal, fast, and reactive. However, what may seem like a passing comment or instruction can carry serious legal consequences. In many instances, everyday language used by employers or managers can be interpreted as terminating the employment relationship, even where no formal dismissal was intended. Legal Framework Section 188(1) of the Labour [...]
ADIWELE! Meet Ntsako Mathe
Start with the soft keys. Not the flashy kind - the patient, rolling kind that sounds like a Sunday afternoon in Pretoria when the city is warm and the streets are unhurried. Then add a steady pulse underneath. Something grounded, something that doesn’t panic when the melody changes. That’s how an Amapiano track begins - [...]
Infographic: Resignation with Immediate Effect and Employer Rights
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)
A Rule on Paper Is Not Enough
One of the most common mistakes employers make in disciplinary matters is assuming that the existence of a rule is enough. It is not. A policy may be well drafted and reasonable, but if employees were never properly made aware of it, enforcement becomes significantly more difficult. The Core Principle In any disciplinary enquiry or [...]
Infographic: Resignation or Criminal Charges
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)
Consistency vs Serious Misconduct: When the Parity Principle Won’t Save You
Employers are often required to apply discipline consistently. This principle, commonly referred to as the parity principle, is an important element of fairness. However, consistency is not absolute. There are circumstances in which deviation from past disciplinary outcomes is justified, particularly when misconduct is serious or distinguishable. The Facts In Buthelezi and Others v Rand [...]
Infographic: Handling Resignations Without Getting Hooked at the CCMA
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)
Built Under Pressure
In the workplace, we speak fluently about skills such as technical competence, emotional intelligence, adaptability, and leadership. Yet beneath all of these sits a trait so fundamental that it is often overlooked precisely because it cannot be easily measured. That trait is mental fortitude. Mental fortitude is not loud confidence or bravado, but rather the [...]
Infographic: Employer Responsibilities for Uniforms & Protective Clothing
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)
Equal Pay for Work: Does a differentiation in pay always amount to unfair discrimination?
It is well established within the Employment Equity Act (EEA) that employees should not be unfairly discriminated against within the employment relationship. However, an important question arises: does the EEA apply in a blanket manner to all instances of pay differentiation, or can certain operational realities justify differences in remuneration? The Facts In Association of [...]
“One Hundred Years of Getting It Done” – Meet Taryn Terblanche
If Taryn Terblanche’s favourite book is One Hundred Years of Solitude, it’s probably not because she’s keen on gloom - it’s because she understands the weird, wonderful truth that life isn’t neat. It’s chaotic, circular, occasionally absurd and somehow still full of laughter and love. Which makes it the perfect metaphor for a woman who [...]
Zero-Tolerance Alcohol Policies: Why a Positive Test Alone Is Not Enough
Introduction This article considers the Labour Court of South Africa judgment in CIPLA v Mwale & Others (C424/24) [2026] ZALCCT 22 (“Mwale”). The case addresses the fairness of dismissals arising from the enforcement of zero-tolerance alcohol policies, with particular focus on the evidentiary burden placed on employers. It highlights a critical issue: whether a positive [...]
Infographic: Balancing Incentives and Workplace Equity
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)
Is Consultation and Public Participation Enough – Labour Law Amendment Bill
Introduction Labour relations in South Africa have always been dynamic. This is driven by the modernisation of workplaces, evolving economic realities, social pressures, and changing interpretations of legislation. Recent developments, including proposed amendments to the Labour Relations Act 66 of 1995, reflect an ongoing effort to modernise labour law. In labour relations, adaptability is essential [...]