Labour Landmines : 99 Ways to Succeed at the CCMA.
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| Author / Creator: | |
|---|---|
| Format: | eBook Electronic |
| Language: | English |
| Edition: | 1st ed. |
| Imprint: | Randburg : Knowledge Resources, 2019. |
| Subjects: | |
| Local Note: | Electronic reproduction. Ann Arbor, Michigan : ProQuest Ebook Central, 2022. Available via World Wide Web. Access may be limited to ProQuest Ebook Central affiliated libraries. |
| Online Access: | Click to View |
Table of Contents:
- Cover
- Title Page
- Copyright Page
- Full Title Page
- Brit Hume Quote
- TABLE OF CONTENTS
- ABOUT THE AUTHOR
- INTRODUCTION
- Chapter 1: SOUTH AFRICA'S LABOUR DISPENSATION - HOW IT AFFECTS THE STAKEHOLDERS
- EMPLOYEES - AN EXPENSE OR AN INVESTMENT
- EMPLOYEES CANNOT HIDE BEHIND THE CORPORATE VEIL
- LABOUR BROKERS UNDER SEIGE
- USING LABOUR BROKERS AND TEMP AGENCIES NOT ALWAYS KOSHER
- BEWARE THE USE OF FIXED-TERM CONTRACTS
- NEDLAC PROCESS BESET BY CONFLICTING AGENDAS
- NEW LABOUR LAWS WEAKEN EMPLOYERS AND STRENGTHEN JOB LOSSES
- FOCUS OF SOUTH AFRICA'S LABOUR LAW DISPENSATION NEEDS TO BE BROADENED
- FOREIGN EMPLOYERS CAN'T ESCAPE SOUTH AFRICAN LABOUR LAWS
- Chapter 2: UNDERSTANDING SOUTH AFRICA'S LABOUR DISPUTE SYSTEM
- THE LABOUR DISPUTE SYSTEM - HOW IT WORKS
- CON-ARB AT CCMA HAS PROS AND CONS
- CCMA GUIDELINES ON MISCONDUCT CRUCIAL
- THE AWARDS OF ARBITRATORS MUST BE RATIONAL
- EASIER TO TAKE ERRANT ARBITRATORS TO TASK
- WHAT POWERS DO THE LABOUR COURTS HAVE
- INTERDICTS, DISCIPLINARY HEARINGS AND REPRESENTATION
- Chapter 3: EMPLOYEES HAVE MORE RIGHTS THAN RESPONSIBILITIES
- WHEN DOES A JOB APPLICANT BECOME AN EMPLOYEE
- TRAINEES ARE ALSO EMPLOYEES
- FORCED CHANGES TO EMPLOYMENT CONDITIONS NOT ON
- JAILED EMPLOYEES STILL HAVE RIGHTS
- TERMINATING FIXED-TERM CONTRACTS A HEADACHE
- AUTOMATIC TERMINATION CLAUSES DANGEROUS
- LABOUR LAWS PROTECT NEW MOTHERS
- EMPLOYMENT OF SEX OFFENDERS REGULATED
- ILLEGAL WORKERS ARE PROTECTED
- SANGOMAS NOT YET REGISTERED TO PROVIDE MEDICAL CERTIFICATES
- REFUSED PROMOTION CAUSES COMMOTION
- UNPLEASANT CCMA SURPRISES FOR EMPLOYERS
- DON'T MISS THE ARBITRATION HEARING
- DIRTY HANDS WILL BE CANED AT CCMA
- Chapter 4: EMPLOYMENT EQUITY LAWS - ANTI-DISCRIMINATION AND AFFIRMATIVE ACTION
- EMPLOYMENT EQUITY OBLIGATIONS MUST BE MET.
- CHINESE EMPLOYEES QUALIFY FOR AFFIRMATIVE ACTION
- EQUAL PAY FOR WORK OF EQUAL VALUE NOW COMPULSORY
- EMPLOYERS HAVE CLOSE SHAVE WITH RELIGIOUS DISCRIMINATION
- SEXUAL RELATIONSHIPS HARASS EMPLOYERS
- FALSE ACCUSATIONS OF RACISM DANGEROUS
- Chapter 5: RETRENCHMENT AND TAKEOVERS
- RETRENCHMENT - THE DUTY TO CONSULT
- POTENTIAL RETRENCHEES ENTITLED TO REPRESENTATION
- WHAT IS A FAIR REASON TO RETRENCH
- RED TAPE BEDEVILS URGENT RETRENCHMENTS
- BEWARE OF RETRENCHMENTS FOR POOR PERFORMANCE
- EMPLOYERS CAN DROWN IN THEIR REDUNDANCY POOLS
- CONTRACTORS MUST TAKE OVER STAFF IN OUTSOURCING DEAL
- SECOND GENERATION OUTSOURCING: CAN YOU RETRENCH
- Chapter 6: MANAGING WORKPLACE CONFLICT
- STRIKES CAN MEAN DISASTER FOR EMPLOYERS
- WORKPLACE REBELLIONS CAN WREAK HAVOC
- IS WORKPLACE VICTIMISATION PROHIBITED
- GET THE @#&
- *!!Ä€» OUT OF MY FACE
- STAFF UNHAPPINESS IS NOT INCOMPATIBILITY
- DON'T SUSPEND EMPLOYEES IN ANGER
- TREAT WORKPLACE DISRUPTIONS WITH CARE
- Chapter 7: WHAT MAKES A DISMISSAL AUTOMATICALLY UNFAIR? AND WHAT ARE THE CONSEQUENCES
- MANAGEMENT SICK OF ABSENTEEISM
- EMPLOYEES WHO BLOW THE WHISTLE ARE PROTECTED
- DISMISSING ALCOHOLICS/ADDICTS CAN BE COSTLY
- EMPLOYERS MUST CHANGE THEIR ATTITUDES TO GENDER REASSIGNMENT
- Chapter 8: DISCIPLINE - HOW TO BALANCE LABOUR LAW COMPLIANCE WITH BEST PRACTICE
- DON'T BYPASS YOUR OWN DISCIPLINARY POLICIES
- POOR CONDUCT CAN MEAN POOR MANAGEMENT
- INVESTIGATING MISCONDUCT IS A MUST
- DON'T DELAY IN DISCIPLINING EMPLOYEES
- UNFAIR DISCIPLINE CAN CAUSE CONSTRUCTIVE DISMISSAL
- THE VALIDITY OF PRIOR WARNINGS IS A VEXED ISSUE
- FAULTY SUSPENSIONS CAN HANG EMPLOYERS
- Chapter 9: UNDERSTANDING WHAT FAIR DISMISSAL PROCEDURE IS
- WHEN IS A FORMAL DISCIPLINARY HEARING NECESSARY
- PRESIDING OFFICERS MUST BE UNBIASED
- LAWYERS MAY BE ALLOWED AT DISCIPLINARY HEARINGS.
- DOUBLE JEOPARDY MEANS DOUBLE WHAMMY FOR EMPLOYERS
- Chapter 10: WHAT IS A FAIR REASON FOR DISMISSAL UNDER THE LAW
- WHEN IS DISMISSAL FAIR
- 'SHOOT FROM THE HIP' EMPLOYERS ARE BREACHING PROBATIONARY LAW
- TWELVE REASONS FOR EMPLOYERS TO BE CAUTIOUS
- YEARS OF SERVICE A MITIGATING FACTOR
- APPLY YOUR WORKPLACE DISCIPLINE CONSISTENTLY
- FIRING THE LOT COULD PUT YOU IN A SPOT
- BEWARE DISCIPLINING EMPLOYEES FOR OFF-SITE MISCONDUCT
- BRING PROOF THAT TRUST HAS BEEN DESTROYED
- EXTERNAL PRESSURE DOES NOT JUSTIFY DISMISSAL
- INTOLERABLE EMPLOYMENT RELATIONSHIP PIVOTAL TO JUSTIFY DISMISSAL
- TRAPPING AND ENTRAPMENT NOT THE SAME
- BEWARE CANCELLING CONCLUDED EMPLOYMENT CONTRACTS
- Chapter 11: WORKPLACE MISCONDUCT AND ITS CONSEQUENCES
- INSUBORDINATION NOT ALWAYS DISMISSIBLE
- MANAGERS PROHIBITED FROM BITING SUBORDINATES
- CONFLICT OF INTERESTS
- EMPLOYEES SHOULD NOT FALSELY ACCUSE EMPLOYERS
- EMPLOYERS MUST PROVE DERELICTION OF DUTY CHARGES
- DISHONESTY WON'T ALWAYS MERIT DISMISSAL
- FALSIFICATION OF CREDENTIALS NOT ALWAYS DISMISSIBLE
- POOR PERFORMANCE DOES NOT AUTOMATICALLY MERIT DISMISSAL
- DEAL CAUTIOUSLY WITH ABSENTEEISM
- Chapter 12: HOW TO MANAGE FAIR DISCIPLINARY HEARINGS
- DISCIPLINARY HEARINGS - BE PREPARED
- HEARSAY EVIDENCE CAN RENDER DISMISSALS UNFAIR
- WITNESSES ARE KEY AT HEARINGS
- ALLOW EMPLOYEES TO ATTEND THEIR DISCIPLINARY HEARINGS
- CRACK DOWN ON DISRUPTIONS OF DISCIPLINARY HEARINGS
- CROSS-EXAMINATION IS A RIGHT
- DISCIPLINARY HEARINGS MUST BE HONEST
- Chapter 13: EMPLOYERS MUST KNOW THEIR RIGHTS AND OBLIGATIONS
- WHO WILL GUIDE YOU THROUGH THE LABOUR LAW MINEFIELD
- EMPLOYEES HAVE A FIDUCIARY DUTY TOWARDS THE EMPLOYER
- LABOUR LAW TRAINING PUTS MANAGEMENT BACK ON TRACK
- EMPLOYERS MUST PROTECT THEMSELVES
- LACK OF DISCIPLINARY EXPERTISE CAN PROVE COSTLY
- INDEX
- Back cover.