Werkgewers behou die reg om een van twee tipes skorsings op te lê, mits die regte prosedure ten opsigte daarvan gevolg word. Sou daar versuim word om die regte prosedure te volg mag ‘n werkgewer moonlik skuldig bevind word van ‘n onbillike arbeidspraktyk deur die Kommissie van Versoening, Bemiddeling en Arbitrasie. Ingevolge Artikel 186 [...]
Employers are driven to make their businesses a success. However, they cannot conduct the work alone and must rely on employees to conduct themselves in line with the values and principles of the company. When an employer suspects an employee has committed serious misconduct, it is very important to ensure that a thorough investigation and [...]
Suspension in the workplace may be of two kinds, namely; suspension of an employee imposed as a precautionary measure pending disciplinary action or as a form of disciplinary penalty. Section 186(2) of the Labour Relations Act states: “unfair labour practice means any unfair act or omission that arises between an employer and an employee. [...]
The unfair suspension of an employee or any other unfair disciplinary action short of dismissal in respect of an employee. As section 186(2)(b) refers to suspension together with ‘any other unfair disciplinary action short of dismissal’, it clearly includes both categories. (1) Pending a disciplinary hearing, and (2) Disciplinary action short of dismissal, as a [...]