SNIPPETS - FAQ
Do misconduct transgressions have to be related in nature for the employer to apply progressive discipline?
Do you need a breathalyser test or similar to prove that someone is under the influence of alcohol / drugs in the workplace?
Does an employee’s poor performance require warnings or a PIP (poor performance programme)?
When can an employer be held vicariously liable for sexual harassment of an employee by a co-worker?
Who must find / provide the evidence if an employee raises a medical defence during a disciplinary enquiry?
Must a disciplinary charge always correspond to the exact wording in the employer’s disciplinary code?
Can an employer continue with a disciplinary hearing if the employee has resigned with ‘immediate effect’?
Do I have an equal pay claim against my employer if I earn less than my colleagues doing the same job?
Can an employee be dismissed for refusing to testify as a witness at arbitration proceedings?
Can a trade union represent an employee at the CCMA even if the employee did not belong to that union previously?
Does an employer have to accept a medical certificate produced by an employee - no questions asked?
Can an employee who is frequently off sick but who brings a medical certificate each time, be dismissed?
What are the consequences of lying about the reason for termination of employment on a UI19 form?
Can an employer refuse to accept a resignation? Can an employee withdraw their resignation?
What can employees do when the employer unilaterally changes their terms and conditions of employment?