As of 24 April 2023, the CCMA amended many of their rules. The CCMA has indicated that these amendments promote greater social justice and equality. Some of the amendments will impact companies, and being familiar with the changes is essential. Condonation for late referral to the CCMA Employees have 30 days to refer unfair dismissal … Amendments to CCMA Rules
Insights from Basic Conditions of Employment Act During strike action, Employers face their rights and limitations, which might not be immediately apparent when considering the concept of a “strike.” The consequences for an Employer and their organisation tend to be overshadowed. The Labour Relations Act (LRA) defines a strike as “a partial or complete concerted … Rights and Constraints During Strike Action
When a company contemplates retrenching employees, voluntary severance packages (VSP’s) are often offered. In terms of a VSP, an employee volunteers to be or agrees to be retrenched. The purpose of using VSP’s is to mitigate the adverse effects of the formal retrenchment process on the employees. These agreements need to be entered into freely … Voluntary retrenchment agreements and packages
The grace period of ZEPs is ending as of the 30th of June 2023! We have outlined in a previous article the steps to be taken with employees (holding/ in possession of ZEPs) to allow those employees a reasonable opportunity in which to make applications for alternate paperwork, which may allow those employees to reside … ZEP Permit Expiration is Upon Us!
Employees participating in a protected strike are entitled to a certain extent of protection. The employee may, for instance, not be dismissed for participating in a strike, nor do the employee’s actions constitute a breach of contract. The employer may further not discriminate against the employee for taking part in a strike and may also … Legal Consequences of Protest Action
The situation commonly presents itself when an employee has committed an act of misconduct and is subjected to disciplinary action by the employer. It has become common that employees, more often than not, when charged with serious offences, then request numerous postponements of the proceedings based on a submission that they are sick and cannot … An employee abusing sick leave to avoid/prolong disciplinary action – Does the employer have any remedy?
