Employers range between those, who are over-sympathetic towards employees, and those who feel they have no responsibility at all, to deal with employee grievances. Ivan Israelstam explains that although there is no statute, that requires exployers to handle employee grievances, it is always advisable for employers to investigate the full circumstances of the grievance, and not to pre-judge based upon the person who is lodging the grievance.
Many organisations experience hostility between employees for a number of reasons: favouritism, nepotism, affairs, jealousy over promotions, power struggles, sexist, racist, or bigoted behaviour - are just some of the situations. An employer may believe that the easist way to solve the problem is simply to dismiss the employees involved. This week Ivan Israelstam explains how this approach may backfire.
In any workplace there will be grievances from time to time. Employers may think that because there is no specific labour law describing how to handle grievances, that employee grievances may be ignored. However, where there is a pattern of grievances over a period of time employers are well advised to take these seriously, and investigate the circumstances of each complaint. Failure to do so may lead to various adverse effects upon the employer. Ivan Israelstam explains further.
Suspension is an action usually associated with the disciplinary procedures - sometimes before a hearing and sometimes as a sanction. However, there are other circumstances where suspension may be used. But are these suspensions on full pay and for what period can an employee be suspended? This week Ivan Israelstam explains the options and the potential pitfalls.
Employees and union officials sometimes allege that an employer is trying to "work an employee out", that is making life so uncomfortable that the employee will choose to leave and find work elsewhere. However, in South Africa with such extremely high levels of unemployment, alternative jobs are not easy to come by. As a result employees will remain with the company and put up with the unfair treatment - or alternatively, resign and allege that they had no alternative course of action - that the employer effectively caused the termination. Ivan Israelstam explains the test to prove such an allegation.