Workplace Law |
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Page 104
... hearing or to arrange for representation he should be given a reasonable opportunity to do so . While these two principles apparently conflict , common - sense can easily effect a balance between them . The employee must be informed of ...
... hearing or to arrange for representation he should be given a reasonable opportunity to do so . While these two principles apparently conflict , common - sense can easily effect a balance between them . The employee must be informed of ...
Page 107
... hearing is run in such a way as to place him above suspicion of actual impartiality . " Some employers , though not required by law to do so , bring in outsiders to hear controversial disciplinary matters , thereby highlighting the ...
... hearing is run in such a way as to place him above suspicion of actual impartiality . " Some employers , though not required by law to do so , bring in outsiders to hear controversial disciplinary matters , thereby highlighting the ...
Page 109
John Grogan. Where it is established on appeal that the original hearing was procedurally irregular , the proper course would appear to be to refer the matter back for a re- hearing , providing the presiding officer was not shown to have ...
John Grogan. Where it is established on appeal that the original hearing was procedurally irregular , the proper course would appear to be to refer the matter back for a re- hearing , providing the presiding officer was not shown to have ...
Contents
Introductory topics | 1 |
The parties to the employment relationship | 12 |
The individual contract of employment | 20 |
Copyright | |
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9 ILJ agency shop Allied Workers Union application arbitration award automatically unfair bargaining council BCEA breach Catering & Allied CCMA Chapter circumstances collective agreement collective bargaining Commission commissioner common law comply conciliation constitution constructive dismissal consultation contract of employment disciplinary code domestic workers duty East Rand election employee's employers and employees employment contract employment relationship entitled example expressly fair Food & Allied industrial court jurisdiction Labour Appeal Court Labour Court Ltd t/a Ltd v National Metal & Allied misconduct National Union notice obliged offence organisational rights overtime participate parties performance period person Pick n Pay procedures protected strike protest action provides reasonable refer the dispute refusal regard registered trade union relating remuneration representative trade union residual unfair labour retrenchment rules statutory strike action strikers termination terms of subsection trade union representative Transvaal ultimatum unfair labour practice Union of Metalworkers Union of Mineworkers wages workplace forum