Employees often resign with immediate effect when facing disciplinary action. Employers may be unsure whether they can continue with an intended disciplinary action? Unfortunately, the Labour Courts' decisions on this issue have not always been clear or consistent.
After conducting intensive research into the topic of strikes and labour unrest, the Mandela Initiative came to several conclusions. One of these was that the right to strike is made up of a delicate balance between the power of firms and the rights of employees, and is considered a sign of a healthy democracy.
"An employer has the prerogative to set reasonable standards pertaining to the harmonious interpersonal relationships in the workplace" - words by Mokgoatlheng AJ in the case of Jabari v Telkom SA (Pty) Ltd. This case reveals the lesser known of the lawful grounds for dismissal in South African employment law - incompatibility.
Future shifts in demands and activities are unavoidable for all professions. The future of the accounting profession as one that remains relevant and vital to the prosperity of the societies in which it operates, depends on its ability to focus on what is required to sustain its relevance in an evolving, changing, and technologically-dominated future.
The future Chartered Accountant [CA(SA)] will look a lot different from the CA(SA) of the past, according to Professor Gary Swartz, founder of the Institute of Accounting Science (IAS), but if numbers remain numbers, and formulas remain formulas, what must change for the evolution of the CA(SA)?
Employers need to think twice before they simply suspend an employee. If the suspension turns out to be unfair, the employer may need to fork out more money than bargained for. There are two types of suspensions in the workplace, namely precautionary suspensions and punitive suspensions.