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STRIKES CAN MEAN DISASTER FOR EMPLOYERS

STRIKES CAN MEAN DISASTER FOR EMPLOYERS

by Ivan Israelstam | Jul 31, 2020 | Contracts, Labour Law for Employers, Labour Relations Act, Labour Unions South Africa, Strikes

The loss of production and of customers is usually the first consequence of a strike. However, indirect strike costs incurred later can be just as serious. In the case of NUM and others vs Chrober Slate (Pty) Ltd (2008, 3 BLLR 287) the mine dismissed its quarry...
Unfair Demotion Will Be Punished By CCMA

Unfair Demotion Will Be Punished By CCMA

by Ivan Israelstam | Nov 6, 2018 | CCMA, Employees, Labour Law, Labour Law for Employers, Labour Relations Act

Employers demote employees fairly frequently. This could be for any number of legitimate, and illegitimate, reasons including: The boss dislikes the employee The employee has broken a rule The employee’s work performance is unsatisfactory The boss wants to create a...
James Bond Employers Fall Foul Of Probationary Law

James Bond Employers Fall Foul Of Probationary Law

by Ivan Israelstam | Nov 6, 2018 | Labour Law

Employers frequently misuse probation agreements to get rid of employees instantly because: The employee has committed misconduct The employer wants to make space for a friend or cousin of the owner The employee ‘does not fit in’ A manager ‘does not like the...
Informal Employment Does Not Protect Employers

Informal Employment Does Not Protect Employers

by Ivan Israelstam | Oct 23, 2018 | Employees, Labour Law, Labour Law for Employers, Labour Relations Act

It is a common and erroneous belief amongst employers that they protect themselves by employing staff without a letter or contract. In fact, the converse is true. The law does not make signed employment contracts compulsory but, the Basic Conditions of Employment Act...
Beware Of Victimising Workplace Grievants

Beware Of Victimising Workplace Grievants

by Ivan Israelstam | Aug 1, 2018 | CCMA, Employees, Labour Law for Employers

All grievances should be treated with great care in order to establish their validity and to ensure that they are given appropriate attention. Some employers are too soft and trusting when receiving grievances and give in even before establishing whether the grievance...
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