Employment Questions - Labour Law.

14/06/2016

Onbillike ontslag
Vir ontslag om billik te wees moet dit substantief en prosudureel wees.
Substantiewe billikheid: ( goeie redes deur werkgewer vir afdanking)
• Was daar ‘n billike rede om die werknemer te ontslaan?
• Was ontslag gepas onder die omstandighede?
• Billike redes is byvoorbeeld wangedrag, oortolligheid, onbevoegtheid ens.
Prosedurele billikheid (prosedure wat gevolg moet word voor ontslag)
• Die werknemer moet altyd ‘n billike verhoor gegun word voor afdanking. D.w.s die werknemer moet ‘n kans gegun wod om hul kant van die saak weer te gee.
• Disiplinêre kodes van besighede moet ten volle nagekom word, asook die proses rondom waarskuwings.

As ‘n werknemer voel dat hul onbillik ontslaan was, hetsy substansieel of prosedureel kan hul die KVBA of die betrokke bedingingsraad nader binne 30 dae vandat ‘n finale besluit van ontslag geneem is.
Indien ‘n werknemer onder die KVBA val werk die prosedure as volg:
• ‘n dispuut moet binne 30 dae vanaf ontslag na die KVBA verwys word;
• ‘n LRA vorm 7.11 moet ingevul word en aan die KVBA en die teenkant voorsien word;
• die KVBA sal beide partye in kennis stel van die datum, tyd en plek van die konsiliasie.
Indien die afdanking bevind word onbillik te wees, sal die werknemer in staat wees om in sy pos herstel te word, heraangestel te word of om geld as vergoeding te ontvang.

06/04/2015

30/01/2014

Family responsibility leave : Section 27

3.5.1 Full time employees are entitled to three days paid family responsibility leave per year, on request, when the employee’s child is born or sick, or in the event of the death of the employee’s spouse or life partner, or the employee’s parent, adoptive parent, grandparent, child, adopted child, grandchild or sibling.

3.5.2 An employer may require reasonable proof.

08/06/2013

Family law. Find your answers here.

22/05/2013

On Wednesday SA Rugby’s President, Oregan Hoskins received a written demand from one of South Africa’s leading labour attorneys, Jacques Jansen of Jansens Inc, advising SA Rugby that they have received a mandate from personnel and players formerly of the Southern Spears, to recover unpaid salaries, leave pay, notice pay and outstanding bonuses from SA Rugby, totalling R4m and that prior to and subsequent to the termination of their employment, SA Rugby has not complied with the law regarding the basic conditions of employment.

SA Rugby's sins by leaving hundreds of people high and dry when the dissolved the Spears, is coming back to bite them in the ass. On Wednesday SA Rugby'...

22/05/2013

Legalbrief - a daily alert of important legal news

22/11/2012

ANONIEM: Ek wil asb raad he in verband met werk. My man het in Maart 'n e-pos gekry vir n pos wat beskikbaar is en nadat hy als op gegee het werk van 12 jaar diens, 'n huis, medies als het hul hom vir 3 maande probasie laat werk en na die 3 maande weer 'n kontrak laat teken vir 3 maande probasie en nou het hul hom laat gaan en 'n brief gegee wat se dankie vir u diens en dat dit nou 'n tydelike kontrak was en ons het nog die e-pos. Wat staan ons te doen? Asb ons sit met ons hande in die hare. Daar is ook nie 'n geldige rede gegee hoekom hul hom nie aan gaan stel nie. Ek sal jou hulp regtig waardeer. Dis die eerste keer wat ons deur so iets gaan en ek voel as ons geweet het dit gaan gebeur sou ons nie als opgee vir n kontrak van 6 maande nie.

21/11/2012

Www.lawpivot.co.za.

LawPivot is a question and answer service for legal advice.

27/09/2012

Jansens Attorneys, Potchefstroom, South Africa

05/08/2011

Drunkenness and / or consuming alcohol whilst on duty constitutes misconduct. An employee may be dismissed if he is found guilty of misconduct. The mere smell of alcohol in an employee’s breath does not mean the employee is intoxicated. Intoxication in this sense means an impairment of one’s abi...

22/05/2011

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Jansens.... Small enough to care. Big enough to matter.