Tag ArchivesHelena Roodt
cannabis

Suspensions in the workplace – how and when must the Employer suspend Employees

It can be quite daunting for an Employer to suspend an Employee. Many Employers have not followed any procedures when suspending their Employees. The Employer would later regret not seeking any advice as to the correct manner to suspend Employees especially when they must compensate misbehaving Employees due to their oversight. What would the correct […]

Read full story
acknowledgement of debt

Are Acknowledgement of Debt’s subject to the provisions of the National Credit Act 34 of 2005?

Consider the following practical example: You loaned R 20 000.00 from a friend/colleague. You could not repay the loan as you initially promised due to financial difficulties. Your friend/colleague draws up an Acknowledgment of Debt (hereafter referred to as ‘AOD’) whereby the new repayment terms are clearly specified. Furthermore, he or she requests that your […]

Read full story
disciplinary hearings

Disciplinary hearings- the correct way to dismiss misbehaving Employees

Many Employers struggle when it comes to dismissing misbehaving Employees. Some Employers do not discipline misbehaving Employees for years. Then suddenly one day when they (the Employer) have had enough of the misbehaving Employee’s behaviour (and all the years of misconduct which they were not disciplined for at all); dismiss them either without following any […]

Read full story
Labour law false allegations

‘Double jeopardy’ – When will courts disregard this rule

It is trite that in criminal proceedings a person cannot be tried for the same crime twice, once that person has been acquitted by a competent Court of Law. It has generally been accepted that Employees cannot be subjected to more than one disciplinary enquiry for the same offence, once the Employee has already been […]

Read full story
Labour law false allegations

What is polygraph testing and is it admissible in South Africa?

In recent times, polygraph testing has been used more commonly. It was previously only used in the United States of America where it is regulated by legislation. In South Africa, it is frequently used in the Private Security Industry by Employers to dismiss employees that make themselves guilty of dishonest behaviour. There are numerous misconceptions […]

Read full story