Are employers responsible for employees who are sexually harassed/assaulted at work?
Employers need to be aware that their employees have legal recourse if the employees have been sexually harassed/assaulted in the workplace, and the employer failed to address it. Previously, it was thought that employees could only follow the avenue outlined in the Labour Relations Act (LRA) and Employment Equity Act (EEA). This would entail lodging […]
Citing charges for a disciplinary hearing – Getting it right the first time
Citing charges for a disciplinary hearing – Getting it right the first time When an employer initiates a disciplinary hearing, the employee being disciplined is entitled to know and understand the charges that will be put forward against them in order for them to adequately prepare. This means that employers must give employees adequate notice […]
Don’t delay: What happens when disciplinary action is postponed
Don’t delay: What happens when disciplinary action is postponed Many employers decide to leave disciplinary matters for a later date or to overlook matters of concern to avoid conflict. However, when handled well, conflict can have a positive impact on an employee’s performance and behaviour after they have made an error. Although, “Just wait until your mother/father gets home,” may […]
TEAM / DERIVATIVE MISCONDUCT IN THE WORKPLACE
Andrea Grant-Smith, Senior HR Consultant Many employers think there is nothing they can do if they cannot pin point and prove who exactly carried out the misconduct – for example, theft or misappropriation of company property. But this is not true as there is an allegation that can be formulated of either team misconduct and […]