The Labour Relations Act 66 of 1995 requires employers to not only have a substantively fair reason to dismiss an employee, but also requires the employer to follow a fair procedure.
Remember, a person’s livelihood and future career prospects are at stake. Reasonableness and fairness must therefore be at the heart of every disciplinary process.
The above can never be an exhaustive list and is simply a guideline to highlight these 5 important factors. It is advisable that you contact an attorney qualified in labour law for assistance should you have difficulties with an employee.
This article is for general information should not be used or relied on as legal or other professional advice. No liability can be accepted for any errors or omissions nor for any loss or damage arising from reliance upon any information herein. Always contact an attorney for specific and detailed advice. Errors and omissions excepted (E&OE)