Misconduct
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Each case should be judged on own merits
Ivan Israelstam Even when an employer finds an employee guilty of a serious offence this does not automatically entitle the employer to fire the ... -
Double jeopardy if no new evidence is presented
Ivan Israelstam In cases were an employee is punished twice for the same incident of misconduct or poor performance, the term “double jeopardy” has ... -
Double Jeopardy – is it or is it not?
André Claassen What is double jeopardy? Much has been written on this subject, which still seems to contain grey areas or misunderstood conceptions in ... -
Double Jeopardy: Part 2
Missed out on Part 1? Click here We continue our discussion from last week. In addressing the matter of the company’s justification for embarking ... -
Double jeopardy
Much has been written on this subject, which still seems to contain grey areas or misunderstood conceptions in the minds of employers. Double jeopardy ... -
Don’t waste time in disciplining a staff member
Ivan Israelstam In order to optimise the corrective effect of discipline it needs to be implemented as swiftly as possible. This does not mean ... -
Don’t underestimate the investigation process
This is one major mistake made by employers which could prove costly Ivan Israelstam Employers make two common mistakes on receiving misconduct allegations against ... -
Domestic Employers can win at the CCMA
lvan lsraelstam Many domestic employers are faced with the problem where their employees walk out on them due to a grievance and the go ... -
Dissiplinêre kode & prosedure
Dissiplinêre kode & prosedure Hierdie kode dien as riglyn aan die werknemer met betrekking tot wat as onaanvaarbare gedrag beskou sal word. Dit spel ... -
Dismissals
Schedule 8 The Code of Good Practice: Dismissal Comments by Nicolene Erasmus 1. Introduction (1) This code of good practice deals with some of ...
