labour law
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The South African Labour Court has once again sent a strong message to employers: misleading reasons for dismissal will not be tolerated, especially when used to cover up retaliation against employees who assert their legal rights.
The presiding officer (PO) of a disciplinary hearing is required to be neutral and objective and must take into account all relevant evidence from both sides before arriving at a verdict. Later in the process, if the verdict is guilty, the PO must decide on the corrective action most appropriate to the circumstances.
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