Contact Us on 021 422 4963 / [email protected]
Labour Law
Facing a hearing at the Commission for Conciliation, Mediation, and Arbitration (CCMA) can be a daunting experience, especially if you are unfamiliar with the process.
Read the rest of entry »
In today's global and interconnected world, workplace diversity is becoming increasingly important. Employers in South Africa must embrace diversity in their workplaces, not only for moral and ethical reasons but also because it can positively impact the bottom line. However, diversity can also present legal challenges that must be navigated carefully.
In South Africa, the process of laying off or terminating employment can be a complex and legally regulated one. This is primarily because labor law in our country seeks to protect the rights of employees and ensure that they are treated fairly by their employers.
Labour law is the law applicable to matters regarding employment, remuneration, conditions of work, trade unions, and industrial relations.
In many labour disputes employees may be unfamiliar on what the correct procedure is to follow.
In South Africa, the procedure followed to resolve labour disputes is not based on the rules of civil litigation, but rather regulated by the provisions of the Labour Relations Act (also known as the LRA).
Following the recent wave of sexual abuse and harassment claims that have been surfacing in the news and on social media in the past few months, it is increasingly apparent that more should be done by employers to address the problem.
With the popularity of social media sky rocketing in recent years, employers have been forced to deal with a variety of new issues previously unimaginable to them.
Whereas in the past, employees would discuss their office politics and air their grievances with management or colleagues by complaining to a friend or family member in private, today, employees are increasingly turning to their social media accounts (Facebook, Twitter and Instagram being chief among them) to vent their frustrations.
Workers have a right to strike, and employers have a right to lock out workers, if a dispute cannot be resolved. Certain procedures and certain limitations apply under certain conditions. Secondary strikes and pickets may also be held.
Doris, a domestic worker, demands a Christmas bonus from her employer in the amount of R1 000. She has not yet been employed for longer than a year and as a result no prior agreements or expectations have been created in this regard.
In this article we will discuss whether, in the face of an agreement between an employer and an employee in terms of which an employee accepts a demotion to a lower position, the employee is nevertheless entitled to refer an unfair labour practice dispute concerning this demotion to the CCMA.
Get the latest updates in your email box automatically.
Your nickname:
Email address:
Subscribe