Misconduct
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Evidentiary Enlightenment: The CCMA’s Revamped Rules for Effective Dispute Resolution
 Evidentiary Enlightenment: The CCMA’s Revamped Rules for Effective Dispute Resolution The effect of the amendments to Rules 29 (disclosure of information) and 37 (subpoena) ... -
A double blow for Bisque it: substantive and procedural unfairness
A double blow for Bisque it: substantive and procedural unfairness The award in Amorie Bloemarts vs Mesrabite (Pty) Ltd t/a Bisque it CCMA WECT16199-23 ... -
You should have said something!Â
You should have said something! Half the truth is often a whole lie An employee is implicitly bound by a duty of good faith ... -
The Significance of Recent Case Law for Employers
The Significance of Recent Case Law for Employers Lessons & Insights from Ngobeni v Interspray Durban [2024] JS739-18 (LC) and SARS v CCMA [2024] ... -
 Applying a final written warning as a suitable disciplinary measure to address and correct the employee’s behaviour
 Applying a final written warning as a suitable disciplinary measure to address and correct the employee’s behaviour Final written warnings constitute a crucial element ... -
No time for dark humour in the workplace – Load shedding is no joke!!
No time for dark humour in the workplace – Load shedding is no joke!! 2024/01 By Jacques van Wyk, Director, Andre van Heerden, Director ... -
Excessive delays in instituting disciplinary proceedings may taint procedural fairnessÂ
 Excessive delays in instituting disciplinary proceedings may taint procedural fairness On 25 January 2016, and after a delay of approximately three and half years ... -
The scourge of misrepresenting qualificationsÂ
The scourge of misrepresenting qualifications In Lesedi Local Municipality v Mphele and Others [2023] 9 BLLR 939 (LC), the Labour Court (LC) held as follows: ‘We ... -
How to conduct an efficient misconduct investigation in the workplace
How to conduct an efficient misconduct investigation in the workplace Item 4(1) of schedule 8 (Code of Good Practice: Dismissal) of the Labour Relations ... -
Boardrooms are not courts: The decriminalised approach to workplace discipline
Boardrooms are not courts: The decriminalised approach to workplace discipline Misconduct is inevitable in every workplace, but not each instance of misconduct is always ...
