Octavia Labour Law

Octavia Labour Law Labour Law in South Africa Labour Law Assitance

21/03/2017

Employers should keep disciplinary records for each employee. Once the employment contract is terminated, the obligation to keep such records ends.

21/03/2017

No need for a disciplinary hearing any more...
The Labour Court says there is clearly no place for formal disciplinary procedures akin to a criminal trial. There is no need for technical and complex charge sheets, further particulars, the application of the rules of evidence, leading of witnesses, legal arguments, and the like. All that is required is the conducting of an investigation, and an opportunity, within a reasonable time, to prepare a response to the employer’s allegations with the assistance of a trade union representative or fellow employee. Dialogue and an opportunity for reflection before a decision is made, will satisfy the requirements of procedural fairness.

21/03/2017

Unfair dismissals: Do you need advice or assistance?

15/03/2017

Our company should be operational by 1 April 2017. Our main focus will be to assess labour disputes referred to us. Octavia Labour Law will invite clients to request a legal opinion on appropriate remedies.

Fixed-term contracts only for three months (workers earning below earnings threshold)...An employer may employ workers o...
01/02/2017

Fixed-term contracts only for three months (workers earning below earnings threshold)...
An employer may employ workers on fixed term contacts or successive fixed term contracts for longer than three months of employment only if the nature of the work is of a limited or definite duration; or the employer can justify the fixed term.

No need for a disciplinary hearing any more...The Labour Court says there is clearly no place for formal disciplinary pr...
01/02/2017

No need for a disciplinary hearing any more...
The Labour Court says there is clearly no place for formal disciplinary procedures akin to a criminal trial. There is no need for technical and complex charge sheets, further particulars, the application of the rules of evidence, leading of witnesses, legal arguments, and the like. All that is required is the conducting of an investigation, and an opportunity, within a reasonable time, to prepare a response to the employer’s allegations with the assistance of a trade union representative or fellow employee. Dialogue and an opportunity for reflection before a decision is made, will satisfy the requirements of procedural fairness.

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