Ivan Israelstam illustrates with examples, why it is necessary for employers to ensure that incidents requiring disciplinary hearings, are fully investigated; and the evidence is collated and prepared ready for presentation. Failure to complete the investigation, the preparation, and the presentation steps is highly likely to lead to dismissed employees being reinstated by the Commission for Conciliation Mediation and Arbitration.
This week Ivan Israelstam answers the question: what is workplace fraud? Then he goes explain what employers need to be able to prove to sustain a case, when there is a dismissal dispute lodged at the CCMA.
This week Ivan Israelstam provides a comprehensive explanation on what is required to investigate allegations of misconduct. Ivan points out that ignoring incidents represents poor management, but before acting upon allegations of misconduct, it is important to conduct investigation into the all the relevant evidence of misconduct.
Do not dilly dally in bringing disciplinary charges. This is the advice of Ivan Israelstam, who explains exactly why disciplinary action should be timeous - not overly hasty, but definitely not long overdue. This week, Ivan explains what to take into account and how to achieve this balance.
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