NATIONAL DISPUTE RESOLUTION CENTRE

NATIONAL DISPUTE RESOLUTION CENTRE We specialise in discipline in the workplace as such we represent employees and employers. Disciplinary hearings
Divorce mediation
Arbitrations

We have highly qualified lawyers and advocates who can be appointed as independent chairpersons as well as employer representatives.We also do divorce mediations

14/08/2014

DStv weier al weer om ’n Solidariteit-advertensie uit te saai. Wil jy na dié “omstrede” en verbode advertensie kyk?

22/07/2014

Tel: 012 346 1738 , 012 748 4000 Fax: 086 693 7472 Postal Address: P.O. Box 580, MENLYN, 0063 Working Hours: 08h00am till 16h30pm weekdays.

25/09/2013

Die regering wend tans hernieude pogings aan om Pretoria se naam te verander. Die metroraad hou Saterdag, 12 Oktober 2013, ʼn reeks openbare vergaderings om die verandering van Pretoria se naam na Tshwane te bespreek. Dit is nóú ondersteuners van Pretoria se laaste kans. As jy niks doen nie speel jy…

25/06/2013

Napo and the European Agency for Safety and Health at Work can help you to enjoy clean air at work! Find more at http://smoke-at-work.eu

23/08/2012

Vraag: Ek werk vir ʼn firma wat landbou-implemente invoer en plaaslik versprei. ʼn Tyd gelede was ek vir sewe weke met siekverlof en my werkgewer weier om my laaste week se salaris te betaal. Is die werkgewer verplig om gewone verlof aan te wend as ek nie meer siekverlof oor het nie?

09/05/2012

DISCIPLINARY HEARING

Good day everyone, herewith please find a BRIEF CHECKLIST THAT COULD BE USED BY THE CHAIRPERSON IN DISCIPLINARY HEARINGS

1. INTRODUCE YOURSELF AND LET OTHER PARTIES INTRODUCE THEMSELF

I AM .............., I AM APPOINTED TO BE THE CHAIRPERSON AT THIS HEARING.

2. WAS NOTICE AND CHARGE SHEET GIVEN TO THE EMPLOYEE AND WHEN.

ESTABLISH IF PROPERLY SERVED AND HAD TIME TO PREPARE, IF THE DISCIPLINARY CODE SPECIFY TIME ENSURE IT WAS DONE IN ACCORDANCE WITH THE CODE.

3. DO YOU UNDERSTAND THE CHARGES AGAINST YOU?

4. DO YOU NEED AN INTERPRETOR

5. IF INTERPRETOR IS NEEDED ENSURE THAT INTERPRETOR IS SWORN IN PROPERLY

6. REPRESENTAVITY DO YOU NEED... IF CODE DO NOT PROVIDE LEGAL REPRESENTATION CONSIDER IT APPLY MIND UNLESS SPECIFICALLY FORBIDDEN

7. EXPLAIN EPLOYEE'S RIGHTS AND PROCEDURE AS ON NOTICE

8. IF READY REQUEST EMPLOYER REPRESENTATIVE (ER) TO READ CHARGES

9. ASK IF HE ADMITS OR DENY THE CHARGES (EMPLOYEE MUST PLEAD ON CHARGES)

10. IF DENY ASK ER TO PRESENT EMPOYERS CASE (CALL WITNESSES)

11. ER LEAD EVIDENCE, CHAIR MUST SWORN WITNESSES IN AND MAY ASK QUESTIONS TO GET CERTAINTY. EMPLOYEE / REP CAN CROSS EXAMINE, AFTER ER CLOSED CASE, EMPLOYEE CAN STATE HIS/HER CASE, EMPOYEE MUST TESTIFY FIRST AFTER SWORN IN... SAME APPLIES FOR WITNESSES

12. CLOSING ARGUMENTS ER AND EMPLOYEE/REP

13. APPLY MIND... BREAK FOR 15 – 30 MIN IF NEED BE

14. MAKE A FINDING CAN REFECT ON
WHAT WAS PROOFED
IF MORE WITNESSES TESTIFY ABOUT SAME INSIDENCE
IF WITNESSES WERE RELIABLE....

15. MITIGATION AND AGGREVATING (EMPLOYEE CAN TESTFY UNDER OATH OR CALL WITNESSES. ER CAN HAND IN PREVIOUS CONVICTIONS

16. PARTIES TO ADDRESS CHAIR ON APPROPRIATE SANCTION

17. APPLY MIND ...INFORM THAT SANCTION AND REASONS WILL BE MADE AVAILABLE AS SOON AS POSSIBLE BUT WITHIN THE PRESCRIBED TIME IN TERMS OF A DISCIPLINARY CODE IF APPLICABLE) OTHERWISE STATE THAT SANCTION WILL BE MADE AVAILABLE WITHIN 5 WORKING DAYS AND THAT THE EMPLOYER WILL INFORM EMPLOYEE ACCORDINGLY

18. REMIND EMPLOYEE ABOUT APPEAL PROCEEDURE IF APPLICABLE AS WELL AS RIGHT TO REFER TO BARGAINING COUNCIL OR CCMA WITHIN 30 DAYS AFTER SANCTION WAS PROVIDED

19. SANCTION – INFORM EMPLOYEE IN WRITTING OF OUTCOME.

PLEASE NOTE ....This list is not exhaustive nor is it compulsary... the code applicable in the workplace will also guide you. this is only a guideline... hope it assist a bit!

09/05/2012

Vir die van julle wie wonder oor ons "profile fotos" Ons het tans twee fotos die naartjie / suurlemoen boom verteenwoordig die soet en suur van "Dispute Resolution" en die "cheetah oranje" KTM motorfiets verteenwoordig die "Quick and Easy" net soos "Dispute Resolution". Ons sal nog n beter foto kry maar vir nou moet die maar doen.. Groete!

09/05/2012

CONSTRUCTIVE DISMISSAL

A BIT OF ADVICE....

Constructive dismissal may be defined as "a situation in the workplace, which has been created by the employer, and which renders the continuation of the employment relationship intolerable for the employee - to such an extent that the employee has no other option available but to resign."

It is not for the employer (respondent) to show that he did not introduce any intolerable condition - it is for the employee to show that he did. THE BURDEN OF PROOF IS ON THE EMPLOYEE!!

There have been many referrals of constructive dismissal to the CCMA which have not succeeded - because the applicant has failed to prove the introduction of any intolerable working condition, amounting to repudiation by the employer of the employment contract. It is importent to exhaust the internal remedies such as a grievance procedure or approaching and discussing the siruation with a more senior manager before resignation!

In Pretoria Society for the Care of the Re****ed v Loots [1997] 6 BLLR 721 (LAC), the Court referred to Jooste v Transnet Ltd t/a SA Airways (1995) 16 ILJ 629 (LAC), stating that the first test was whether, when resigning, there was no other motive for the resignation - in other words, the employee would have continued the employment relationship indefinitely had it not been for the employer's unacceptable conduct.

It went further to state that when any employee resigns and claims constructive dismissal, he is in fact stating that under the intolerable situation created by the employer, he can no longer continue to work, and has construed that the employer's behaviour amounts to a repudiation of the employment contract.

Be careful not to resign before internal mechanisms were exhausted!

09/05/2012

Het weer paar dissiplinere verhore gehou vir werkgewers, mens kan amper nie glo dat sommige werknemers deesdae net maak soos hul wil nie en dan nie die gevolge besef nie of bloot "dont care" is omdat sommiges glo die CCMA of bargaining council sal hul te hulp snel al is hul hoe verkeerd! Werknemers wie weier om standaard opdragte na te kom, werknemers wat versuim om vir diens te rapporteer en werknemers wat hul pos verlaat en huis toe gaan want hul is "moeg", werknemers wie onder invloed van drank vir diens rapporteer en dan die werknemers wie hul toesighouers fisies aanrand.... In n land met meer as 25% werkloosheid moet mens jou werk so mooi oppas! Om jou werk te verloor kan soos n doodsvonnis wees!! Natuurlik is daar gevalle waar werkgewers dit onuithoudbaar maak vir werknemers maar kry eers ander werk voor jy bedank of bloot wangedrag begin pleeg omdat jy ongelukkig is....

21/04/2012

We specialise in discipline in the workplace as such we represent employees and employers. We have highly qualified lawyers and advocates who can be appointed as independent chairpersons as well as employer representatives.We also do divorce mediations

04/02/2012

Moes onlangs weer n werknemer ontslaan wie net besluit het hy los die werkgewer se eiendom, n vragmotor met duisende rande se voorrade net so op die grens, vat die werkgewer se geld en gebruik dit vir sy private gebruik. Dis nie lekker om mense te ontslaan nie maar sjoe is integriteit vir party mense net n buzz woord?

Address

Pretoria
0084

Opening Hours

Monday 08:30 - 16:00
Tuesday 08:30 - 16:00
Wednesday 08:30 - 16:00
Thursday 08:30 - 16:00
Friday 08:30 - 15:00

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