Boomerang Fruits v MK July2025

In yet another example of political parties entering the fray of labour matters, the . . .

Adopting a knee-jerk response to being informed of the pregnancy of an employee, by way of placing the employee on . . .

Where there is a ‘delay’ in instituting disciplinary proceedings, can the accused employee argue that the claim against her has . . .

There are many potential hazards when embarking on a termination exercise, be it by way of dismissal for misconduct, incapacity, . . .

The use of hearsay evidence to prove the guilt of an employee will, more often than not, result in a . . .

Effective 1 April 2025, the earnings threshold for the application of certain sections of the BCEA will increase to R261’748.45 . . .

The new national minimum wage, which will come into effect as of 1 March 2025, has now been gazetted.

Click . . .

Further to our news flash issued on 21 January 2025 (enclosing GG51947), the Department of Employment and Labour has issued . . .

The Department of Employment and Labour has gazetted a proposed new Code of Good Practice on Dismissal. Click here . . .

In a long-standing tussle between some 44-employees, represented by SACCAWU, and their employer, Woolworths, about terms & conditions of employment . . .

Various amendments made to the Employment Equity Act have now, finally, been gazetted to come into . . .

The working arrangements and payment therefore in the retail industry, at a primary level, is governed by sectoral determination 9.

The issue of medical certificates being presented under dubious circumstances continues.

The Courts have long held that medical certificates constitute . . .

In a judgment (exceeding 100 pages) the Constitutional Court has made clear the objectives of section 189A(13) of the Labour . . .

The appellant was employed by the first respondent as a Chief Director. During strike action at her place of employment, . . .

The applicant is a registered employer’s association. Following various rulings where representatives of PEASA were denied the right to represent . . .

Prior to embarking on protest action to promote or defend the socio-economic interests of workers, a registered trade union or . . .

The applicants sought an order that the respondent employer had been underpaying a transportation allowance, and that the employer be . . .

A dispute in terms of section 77A of the BCEA was lodged against the respondent employer alleging that the employer . . .

The applicant employee was a senior manager in the employ of the respondent. He was dismissed for sexual harassment following . . .

The applicant had received an image on her cellphone from a subordinate. The image was of a motor vehicle touched . . .

In yet another matter involving a government department, the applicant employee was sexually harassed by her superior. The applicant had . . .

At a shop steward meeting of the PSA, held on the premises of the Department, during working hours, the applicant . . .

When the pandemic was first announced, and the country placed on Level 5 of lockdown, the applicant requested leave to . . .

The applicant was employed as a receptionist. He was dismissed for racially abusing clients who had refused to adhere to . . .

The applicant employee was dismissed for lighting a “zol” during his tea break. The respondent employer has a zero-tolerance approach . . .

Following the applicant having lodged various grievances against his superior for “bullying”, the applicant resigned and claimed a constructive dismissal.

The . . .

The two respondent ex-employees, who were special needs teachers, resigned from the employ of the applicant, with a months’ notice, . . .

The respondent employee, a cashier, was dismissed by her employer on a charge classified as “fraud”. In terms of the . . .

The respondent employee was dismissed after his employer learnt that he had arranged for the cutting, and removal of certain . . .

The respondent employer was compelled to restructure due to challenging economic times. Consequently, notices in terms of section 189(3) of . . .

The applicant union sought organisational rights in terms of section 12, 13, 14, 15 and 16 of the LRA. The . . .

After the applicant had been suspended, she referred a dispute to the CCMA claiming that she had been unfairly discriminated . . .

The applicant union claimed organisational rights from the respondent, which operated five farms in KZN and performed contract work for . . .

The applicant employee was dismissed for unauthorised absence from work for seven days. He had submitted sick notes for the . . .

The applicant was dismissed after being found guilty on a range of charges after a disciplinary hearing was held in . . .

The applicant had been employed by the respondent on successive fixedterm contracts for four years. He claimed that he was . . .

The applicant accused a foreman during a counselling session for his team that he ruled with an iron fist and . . .

The applicant employee was dismissed for using racially offensive and derogatory language towards a colleague. She argued that her dismissal . . .

The applicant employees were dismissed for gross dishonesty for presenting fraudulent medical certificates after they had been away from work . . .

The matter concerned an application by 10 mining companies to interdict a secondary strike called by AMCU in support of . . .

After the applicant was retrenched by the respondent he instituted a claim under the BCEA for notice and leave pay, . . .

The applicant was employed as a security guard by the respondent and after failing a polygraph test, signed a retrenchment . . .

The applicant was employed as a picker/packer in 2009. His job was highly physical in that it involved, amongst others, . . .

The applicant applied for a position as a trainee accountant with the respondent and cited his father, Atul Gupta, as . . .

The respondent employees were employed by a company (C-Force) to repair pallets for the benefit of the applicant. The pallets . . .

The respondent employee was dismissed for using grossly offensive language at a training camp for referees and bringing the appellant’s . . .

The respondent employee was instructed to appoint casual labour to clean up waste and he recruited three casual labourers to . . .

The respondent employee was dismissed after being found guilty of a list of charges of misconduct. The CCMA Commissioner ruled . . .

The applicant was dismissed by the respondent after it was established that the respondent’s vehicle fleet in the region, had . . .