by Ivan Israelstam | Jan 24, 2022 | CCMA, Corporate, COVID-19, Dismissal, Employment Contracts, HR POLICIES, Labour Court, Labour Law, Labour Law for Employers, Labour Relations Act
Since 1995 the Labour Relations Act (LRA) and Basic Conditions of Employment Act have been replaced with entirely new versions. In addition, legislation in the form of the Skills Development Act and the Employment Equity Act has been introduced. Since then, labour...
by Ivan Israelstam | Jan 17, 2022 | CCMA, Corporate, Dismissal, Employment Contracts, Labour Court, Labour Law, Labour Law for Employers, Labour Relations Act, Sexual Harassment
Employers may be hit by both the Employment Equity Act (EEA) as well as by the Labour Relations Act (LRA) when employees commit sexual harassment. Section 60 of the EEA in effect, provides that if the employer fails to take the steps necessary to deal with unfair...
by Ivan Israelstam | Jan 10, 2022 | CCMA, Corporate, Dismissal, Employment Contracts, Labour Court, Labour Law, Labour Law for Employers, Labour Relations Act
The Labour Relations Act defines the meaning of “employee” as: “(a) any person, excluding an independent contractor, who works for another person or for the state and who receives, or is entitled to receive, any remuneration; and (b) any other person who in any manner...
by Ivan Israelstam | Jan 3, 2022 | CCMA, Corporate, Dismissal, Employment Contracts, Labour Court, Labour Law, Labour Law for Employers, Labour Relations Act
Employees in South Africa are very well protected by our labour laws. That is, numerous and imposing obstacles in the law and in the legal system make it extremely difficult for employers to dismiss those employees who deserve to be dismissed. These obstacles include:...
by Ivan Israelstam | Dec 27, 2021 | CCMA, Corporate, Dismissal, Employment Contracts, Labour Court, Labour Law, Labour Law for Employers, Labour Relations Act
South African labour law requires that, when the employer is contemplating the dismissal of an employee, it should be able to show that the employee’s offence was so serious that it made “a continued employment relationship intolerable”. Such serious offences could...
