GE Labour Solutions

23/09/2025

28/07/2025

EMPLOYEES SHOULD PUT SAFETY FIRST OR RISK DISMISSAL

In the recent Labour Court judgement of Sibanye Platinum Mines v CCMA and others, the court found that the dismissal for breaking safety rules was fair.

The employee was in a supervisory position and understood the importance of adhering to safety rules especially in this specific high risk mining area. In the particular area of work it was required that all employees in the “tip area” wear a safety harness. Failure to wear this harness could result in a serious injury or the death of the employee or other employees as had happened in the past.

The Court found that, given the seniority of the employee together with the fact that he knew the rules and the consequences of breaking this rule, that his dismissal was justified.
Employers should ensure that safety training is up to date and that all employees are provided with the necessary safety equipment.

19/06/2025

ILLEGALLY EMPLOYED PERSONS STILL ENJOY PROTECTION OF LABOUR LAWS

There is a misconception amongst many Employers in South Africa that foreign employees without work permits do not have rights in terms of the Labour Legislation.

These Employers have often breached Labour Legislation on the false assumption that their “illegal employees” are unable to challenge them at the CCMA or Department of Labour. These Employees may have been paid below the National Minimum Wage, may have been deprived of benefits such as paid leave and sick leave. They may also have been summarily dismissed without any procedures being followed.

Employers should be aware that s23(1) of the Constitution of the Republic of South Africa states that EVERYONE has the right to fair labour practices. This includes Employees without the necessary legal documentation.

For more information contact us on
[email protected]
071 610 5399

09/06/2025

EMPLOYERS – ARE YOU AWARE THAT YOUR TEMPORARY EMPLOYEES MAY AUTOMATICALLY BECOME PERMANENT WITHOUT THIS BEING YOUR INTENTION
Many employers engage the services of fixed term employees. There are a multitude of reasons for this – ranging from a fixed term employee filling in for a person who is on maternity leave or are ill, or to assist with a specific short term operational requirement of the business.
Employers should inform the employee of the intended duration of the contract with a termination date (by means of a written fixed term contract) on which date the employment automatically terminates without the need for notice. It is imperative that the employer ensures that the employees do not work past the agreed termination date which should not be later than three months after commencement.
The reality of the situation is that the fixed term employees often continue working long after the intended expiry date of the contract without the employer intending for this to happen. Employers may also “roll over” the initial three-month contract on one or more occasion. Both scenarios will have long term and unwanted consequences for the employer.
The Basic Conditions Act clearly stipulates that (unless proven that a good reason exists) a fixed term employee will automatically become a permanent employee after three months employment with all the rights enjoyed by a permanent employee i.e paid annual leave, leave etc.
For more information on this and the various types of employee/employment contract contact us on
[email protected]
071 610 5399

19/05/2025

A COMPETENT CHAIRPERSON AT A DISCIPLINARY HEARING IS THE KEY TO SUCCESS AT A SUBSEQUENT CCMA CASE

It is not only essential to follow a fair procedure in internal disciplinary hearings but equally important that the Chairperson is able to control the process.
The Chairperson should be
▪ Unbiased
▪ Skilled in assessing the evidence of all parties
▪ Able to control parties to the hearing – who often embark on disruptive tactics in an effort to stall the process

Unfortunately, most employers don’t realize the importance of a properly and professionally run hearing.

Contact our team at GE Labour Solutions for details of the assistance we offer in this regard.

14/05/2025

GE Labour Solutions: Your Partner in Workforce Management
Comprehensive Staff Solutions for Small to Medium Sized Employers
At GE Labour Solutions, we specialize in assisting small to medium-sized employers with all aspects of workforce management. Our comprehensive services are designed to support you in every phase of employee relations and ensure smooth and effective staff operations.

Our Services
• Drafting Contracts: We create clear and legally sound employment contracts tailored to your specific needs, ensuring both employer and employee understand their rights and obligations.

• Drafting Codes of Conduct: Establish a professional and respectful workplace with well-defined codes of conduct that outline the expected behaviours and standards for your employees.

• Disciplinary Process Assistance: Navigate the complexities of employee discipline with our expert guidance. We assist in managing disciplinary actions in a fair, consistent, and compliant manner.

• Retrenchment Assistance: Whether you need to downsize on a small or large scale, we provide strategic support and advice to handle retrenchments effectively and sensitively, minimizing the impact on your business and employees.

Why Choose GE Labour Solutions?
• Expertise: Our team of experienced professionals brings a wealth of knowledge in employment law and human resources management.
• Customized Solutions: We recognize that every business is unique. Our services are tailored to meet your specific requirements and challenges.
• Compliance: Stay compliant with the latest labour laws and regulations with our up-to-date advice and documentation.
Partner with GE Labour Solutions to ensure your workforce management is handled efficiently and professionally. Contact us today to learn more about our services and how we can support your business.