HR Pulse

Profile

Layout

Direction

Menu Style

Cpanel
Home Wrong behaviour

Wrong behaviour

NUM members down tools at Anglo Coal’s Kleinkopje colliery

Members of the National Union of Mineworkers (NUM) stopped working at Anglo American's Kleinkopje coal mine in Mpumalanga on Wednesday, demanding the removal of the general manager.

Read more...

Strike averted at Telkom

The Communication Workers Union (CWU) has called for the removal of Telkom chief executive Sipho Maseko and threatened to hold “a mother of all strikes”, which would shutdown the company.  

Read more...

Eskom’s Medupi strikers make huge demands

Striking workers at Eskom’s Medupi power station construction site have demanded, among other things, a bonus of R10,000 for the successful synchronisation of Unit 6 as well as payment for a further 200 hours for each of the 13,000 workers on site.  

Read more...

Employers beware of unfair disciplinary hearings

The Labour Relations Act (LRA) provides that “every employee has the right not to be unfairly dismissed or subjected to unfair labour practices. Section 188 of the LRA classifies a dismissal as unfair if the employer doesn’t prove that the reason for the dismissal is fair and was effected in accordance with a fair procedure. This section doesn’t explain what is meant by “a fair reason” or a “fair procedure”. However, fairness guidelines have been codified in schedule 8 of the LRA.

The Labour Relations Act (LRA) provides that "every employee has the right not to be unfairly dismissed or subjected to unfair labour practices. Section 188 of the LRA classifies a dismissal as unfair if the employer doesn't prove that the reason for the dismissal is fair and was effected in accordance with a fair procedure. This section doesn't explain what is meant by "a fair reason" or a "fair procedure". However, fairness guidelines have been codified in schedule 8 of the LRA.

Read more...

Extreme penalties for sexual harassment

In the Real Security case, an unfair discrimination claim was based on the law that sexual harassment is unfair discrimination. The automatically unfair dismissal claim was based on the fact that the employee was forced to resign because her employer allowed her to be discriminated against by the supervisor who sexually harassed her. In this case, the court cited section 60 of the Employment Equity Act (EEA).

In the Real Security case, an unfair discrimination claim was based on the law that sexual harassment is unfair discrimination. The automatically unfair dismissal claim was based on the fact that the employee was forced to resign because her employer allowed her to be discriminated against by the supervisor who sexually harassed her. In this case, the court cited section 60 of the Employment Equity Act (EEA).

Read more...