Boardrooms are not courts: The decriminalised approach to workplace discipline Misconduct is inevitable in every workplace, but not each instance of misconduct is always ...

Bad advice not a basis to set aside an agreement In Ephraim Mogale Local Municipality v Hlongwane NO and Another [2023] 9 BLLR 898 (LC), the ...

Killing Time Might Kill Your Case  This article delves into a recent case that sheds light on the significance of prompt and consistent disciplinary ...

To Suspend or not to Suspend, that is the Question  In the instance of gross misconduct, an employee’s suspension from the workplace may be ...

The onus of proof concerning a constructive dismissal An employee resigned from work after a series of incidents, including being issued an ultimatum requiring ...

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Think twice before lodging falsified grievances! It is not uncommon for Employees who are unhappy due to the treatment they may receive, from their ...

Labour Appeal Court clarifies the requirement for a claim of constructive dismissal based on mental ill health On 17 August 2023, in the matter ...

Amendments to the Postponement Application Process at the CCMA It does happen that Employers find themselves being requested to attend the Commission for Conciliation, ...

“Listen to what Simon says!!! Or else…” Taking precautions when dismissing an Employee for failure to obey an instruction. In the case of Bidvest ...