Source: http://moni.co.za/index.cfm?x=opinions&sorter=1
Timestamp: 2018-12-10 09:54:44
Document Index: 421544942

Matched Legal Cases: ['art 1', 'art 2', 'art 3', 'art 4', 'art 5', 'art 5', 'art 6', 'art 7']

LABOUR LAW COMMENTARY: READ US - How to Chair an Enquiry
"Three things cannot be long hidden: The sun, moon and truth!" - Buddha
20 female employees searched before leaving work.
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The PA to the Executive Mayor of the Westonaria District Municipality was dismissed for lying on her CV.
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HEARSAY BUT HEARD In POPCRU obo G Maseko v Department of Correctional Services and Others, Mr Maseko was charged with smuggling dagga to two prisoners for them to sell.
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PROVOCATION AS A DEFENCE FOR ASSAULT Assault in the workplace may range from an aggressive touch to an infliction of severe injuries, and includes the aggressor creating an impression that force will immediately be applied to the recipient.
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CONSTRUCTIVE DISMISSAL Constructive dismissal occurs when an employee terminates the employment contract because the employer made the working environment intolerable due to its action(s) or omission(s).
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Employers are required to provide evidence as to the breakdown of the trust relationship In Edcon Ltd v Pillemer NO & Others the Supreme Court of Appeal (SCA) held that it is no longer enough for an employer to state that the employment relationship has broken down, to avoid reinstatement.
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We all know that a car is a dangerous object.
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Reinstatement is the primary remedy for an unfair dismissal dispute unless: • The employee chooses compensation over reinstatement (see Lubbe / Roop NO); or • The employer proves that continued employment would be intolerable (see Edcon / Pillemer); or • It is not reasonably practical for the employee to be reinstated (see Maepe / CCMA); or • The employee’s dismissal is substantively fair.
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Employers are discouraged from retrenching employees who refuse to accept changes to their working conditions
Employers do not infringe section 187(1)(c) when they make demands of their workers and then dismiss them permanently if they fail to comply.
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How to conduct inquiries/investigations and hearings - Part 1
Recently, I have read numerous judgments written, amongst other things, badly, verbose and/or nonsensical.
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How to conduct inquiries/investigations and hearings - Part 2
HOW TO CONDUCT INQUIRIES/INVESTIGATIONS AND HEARINGS The Oscar Pistorius case has brought the South African legal system and its processes underpublic scrutiny.
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How to conduct inquiries/investigations and hearings - Part 3
HOW TO CONDUCT INQUIRIES/INVESTIGATIONS AND HEARINGS I recently reported on NUM obo Selemela/ NorthamPlatinum Ltd.
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How to conduct inquiries/investigations and hearings - Part 4
POLYGRAPH TESTING?!? Many ask: “Why doesn’t Oscar Pistorius take a lie detector test as to whether he intended to shoot Reeva Steenkamp or not?” WHAT IS IT??? It is a test to measure deception by recording and assimilating physiological responses to questions.
How to conduct inquiries/investigations and hearings - Part 5
HOW TO CONDUCT AN ENQUIRY (Part 5) HEARSAY EVIDENCE What is it? It is evidence, oral/written, the probative value of which depends on the credibility of the person who said/wrote it.
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How to conduct inquiries/investigations and hearings - Part 6
Expert Evidence What is it? It is evidence presented by either party of a person who is qualified, has extensive knowledge and expertise on a particular issue, or in a specific field.
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How to conduct inquiries/investigations and hearings - Part 7
Entrapment What is it? It’s an inducement by the employer to get the employee to do something wrong! What does a chairperson need to take into consideration? 1.
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