The legal procedures that an employer is required to follow in implementing dismissals for misconduct, retrenchments and poor work performance are all different. For instance, it is not normally acceptable to use the procedure laid down for retrenchments in order to deal with poor work performance. 

In an office full of unique individuals, there is bound to be conflict somewhere along the line.

Do you think appearance doesn’t count in the workplace? Well, think again. The quality of your work might be the most important thing but your appearance also leaves an immediate impression on your colleagues, including management.

Section 158 of the Labour Relations Act (LRA) gives the Labour Court the power to issue interdicts preventing employers, employees or trade unions from proceeding with threatened or current actions. 

A great deal of noble and important work has been done on DEI in recent years, but we have hit a ceiling. That’s largely because diversity, equity, and inclusion initiatives tend to select a core set of visible demographic minorities, segment people into these groups, and assume they define the workplace experience.

Dereliction of duty is a charge that is tempting for employers to use especially when they are angry with the employee concerned. 

Henry Boyle said: “The most important trip you may take in life is meeting people halfway.”

The purpose of workplace disciplinary hearings is to enable the chairperson of the hearing to hear, from both sides, evidence relating to the charges against the employee. Part of the hearing of evidence is the right of the opposing party to cross examine any evidence brought. At such hearings the parties present are normally: