By lvan lsraelstam, Chief Executive of Labour Law Management Consulting. He may be contacted on (011) 888-7944 or 0828522973 or on e-mail address:
Over the past two months my articles have examined the labour law term ‘unfair’. I suggested that the act of an employer would be seen in labour law to be ‘unfair’ if it infringes the employee’s rights, is one-sided, unnecessary and/or inappropriate under the circumstances. I also warned that it is extremely difficult for employers and employees to decide when the courts will judge an act to be unfair.
An excellent example of this difficulty is evidenced in the case of Modise and others vs Steve’s Spar Blackheath (2000 5 BLLR 496). In this case there was no
Read more: Dismissal of Strikers an Intimidating Prospect for all HR and IR Practitioners
By Cecilia Brummer of Chennells, Brummer & Associates
CASE SUMMARY: Ramsden / Roche Products - (2013) 22 NBCCI 6.13.1
The employee was subjected to a disciplinary hearing for ‘ghost calling’ but resigned before the sanction was handed down but after she had been found guilty. She then claimed constructive dismissal.
It is confirmed in this matter that there needs to be a direct link (causal nexus) between the conduct of the employer which needs to render the continuation of the employment relationship intolerable. In this matter the Applicant stated in her resignation letter that
Johannesburg - The National Treasury says pensioners could get more when they retire if retirement income charges are reduced.
David McCarthy, the National Treasury retirement specialist, said that the Government hoped that the latest discussion paper on retirement fund income charges will improve
Read more: Reduced retirement charges could double pensioner's benefit
Strategy Recruitment Marketing reduces the client's recruitment media spend by applying intelligent attraction strategies. We are a serious recruitment advertising agency that delivers solid results - proven through our testimonials and return clientele.
As the 2012 "AMARA RECRUITMENT ADVERTISING AGENCY OF THE YEAR" we combine powerful online, broadcast, mobile, social and print media to
According to information supplied by Occupational Care South Africa (OCSA), employee absenteeism costs the South African economy between R12 -16 billion per annum.
“Absenteeism in the workplace needs to be addressed holistically and organisations need to use the technology available to their benefit,” says Anja Hartman, HR Director at Sage VIP. According to Hartman, technology not only assists in processing leave applications electronically but also caters for measurement tools, which provide detailed reports on an organisation’s leave history, which can be focused on a specific employee or a complete division within an organisation.
The intelligence gathered from a leave history report, for example, could indicate management trends or concerns in a specific division. Management is then in a position to intervene, determining the reasons behind the high percentage for absenteeism and identifying workable solutions to the problem.
According to OCSA, on average, 15 – 30% of staff could be absent
Read more: Managing Absenteeism to the benefit of your organisation
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