PLANNING ON TAKING DISCIPLINARY ACTION? DO NOT DELAY THE PROCESS UNREASONABLY LONG..

Employers may find themselves in situations where discipline can only be instituted sometime after the fact due to various reasons such as information pertaining to the employee’s misconduct coming to light at a later stage or due to the length of an investigation into such misconduct. The question however remains, how long after the fact …

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EMPLOYEE WHO KNEW HE HAD COVID-19 KEPT GOING TO WORK AND WAS RIGHTFULLY DISMISSED

The recent dismissal of an assistant butcher working for Eskort Limited, who disobeyed COVID-19 regulations and went to work knowing full and well that he had tested positive for the virus, highlights our judicial system’s firm stance on the seriousness and realities of the pandemic. Judge Edwin Tlhotlhalemaje overturned a previous ruling by the CCMA, …

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COVID -19 POLICY

[Please take note that this is merely an example that can be used by an Employer in respect of Employee’s working from home due to the COVID-19 Virus. Please take note that Invictus Group (Pty) Ltd will not be liable in any way in connection with the usuage thereof, and the use thereof is strictly …

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COMPLIANCE ORDERS

The safekeeping and management of employment records play a vital role in the running of a business as well as ensuring compliance. Section 31 of The Basic Conditions of Employment Act (Act 75 of 1997) stipulates that it is the responsibility of an employer to keep record of at least the following: The employee’s name …

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