A step-by-step guide to implementing a basic performance management policy for SMEs
A CCMA dispute often starts with an employee's claim that performance standards were unclear. Learn how to build a defensible performance management policy."
I contacted the CCMA describing my situation, which they felt could be considered as Unfair Labour Practice. Here is a short description of the events that unfolded: A team meeting, including my boss, resulted in many of the team members airing concerns. These concerns were specifically on a lack of clarity and strategic guidance, but these I did not attribute solely to myself as project manager, as I had touched base with and worked with the team for many months, actively unpacking these areas. I had sought out the leadership for support, but unfortunately little concrete support or clarity was provided prior to this meeting held on 19 May. Following this meeting my boss shouted at me in a follow-up discussion, now including another manager, where I raised the support I requested earlier in the year. This was attributed as 'trying to blame her' and no further discussion on the topic allowed. We needed to focus our attention on a week long workshop we were hosting with 9 delegates from our African project cities. Following the successful hosting of the workshop (to great feedback from participants) I was removed as project manager with immediate effect by my boss during a follow-up meeting. This move was cited as necessary from the concerns raised by the team and I was told further engagements with some colleagues. Details of these discussions were not explained to me, nor was I offered any remedial action or potential performance management interventions to improve the situation. Instead I have now been asked to focus on fundraising activities solely, shifting my KPA's to that effect. All external facing engagements now exclude me as project manager, asked to only take notes of the meetings. Whilst my salary has not changed the current treatment I interpret as a demotion, but without the necessary evidence or explanation to warrant such a move. Furthermore, I feel ostracized from the team through these decisions and feel bullied by the leadership and their current derogatory comments. I also believe that they plan to give me unachievable targets, setting me up to fail to warrant a dismissal.
I was dismissed and the commissioner found that the dismissal was unfair but was only awarded with 12 months salary and no reinstatement( which means I'll forfeit benefits like medical aid and bring paid on monthly basis a pensioner) sighting that I've reached the retirement age whereas according to policy our retirement age is 65 and I still have 4 years to be utilised in a work place.
I was unfairly retrenched by my employer (Furniture force Decofurn) because the company failed to renew the lease and they decided to retrenched me and the other staff members. 97% of the staff were not given opportunity to be reinstated but only 4 people were called privately by the regional manager to offer them position while conducting consultations.
We are a couple employed twice Dismissed twice Homeless at first, accomodation offered, 7 months employed. Dismissed and evicted in less than 24 hrs. Called and asked us to return to work 6 months later. So they took us off the streets again Employed and housed for 10 months Dismissed and evicted again. 23 June last dismissal and eviction within 3 hours No contract 2 nd time We're referred to as casual workers after 10 months Dismissal not work related in both cases Injury on Duty after being forced to work at construction site, Broke arm 1st day, NO medical assistance, WCA, sick leave etc etc Arm not healed No lunch like all other staff No coffee No bonus, contract Working at below minimum R a day No overtime Nothing Were assaulted and intimidated I can go on for hrs
Gm,2 jar gelede ht ek my oog seergemk bydi werk,ek was employed as n repair welder but ht Dai dag as n operator op nuwe Lyn gewerk,my supervisor lugene ht my gevra om ytehlp Mt reworks wnt di welder kon nie cope ni,ek ht tu op n Ander Lyn gn repair en da ht tu n stuk stal op my oog beland ek ht toilet tu gegn om my oog ytewas n nadit ht ek lugene laatweet,hy ht vermy gese om ini canteen tewag hy gn di ambulance n my agend vn zwanda solutions laatweet but hy ht my belieg n gese hy gn bel ek Mt solnk in di canteen gn wag,uur of 2 ltr km hy in canteen n vra my om antewrk,ek ht tu gevra wa di ambulance wnt Dora is 5min weg vn di werk af tu belieg hy my weer n se hle oppd,wat nooit so was n tu werk ek ma jldag tot 6pm Mt my oog wat so pyn,di nxt oggnd skrik ek wakkr vi werk Mt my oog tu geswel n my aar voor my voorkop wat so duk soos my vinegar was wat gevoel ht asof my kop wu bars,ek ht vi lugene laatweet n pics gestr wavan hy my laatweet ht ek moet self planmk om by hospital ytekm,ek was n maand ini hospital ht 3 operasies ondergn n nimand, ni lugene of my agent Jason was bymy of ht my 1dag gevra hu dit Mt my gn ni hle ht rather my beseering tugesmeer n my gedreig Mt my werk as ek my oog mention
Interdict Case - interdict preventing a person that worked as a consultant for a company, now trying to prevent the same consultant that has left the company 9 months ago, from buying from suppliers and selling to customers which the consultant herself brought into the said company that she left. We are looking for the correct type of advocate for this case. Would appreciate any assistance, thank you.
I hope this message finds you well. My husband has an upcoming CCMA case regarding an alleged unfair dismissal, and we are seeking legal advice and potential representation for the matter. We would appreciate it if you could kindly provide us with: Your hourly rate for consultations and preparation for a CCMA case. An indication of your availability for assisting with this matter.
I reversed the company bakkie in to a small wall, when I looked in the left side mirror it was folded in, then I bump the small wall, I am under a lot of stress, this happened on the26 of June, I send a notice for the Disciplinary Hearing on the 7th of July, the Hearing will be done on the 17 of July, by HR city ,the charg is (Gross Misconduct : Recless and/orNegligent operation of a company vehicle, your actions caused company financial loss. They want to take the days I worked for, to pay the loss + the traveling it cost the company to drive me to the mine and back , then they want me to rising with no pay ,they done it before to someone else I found out today, please help me.
Hi I'm representing 30 people on this matter ,2 arbitration award was granted in the union failing to enforcement the award to the employer during the unfair dismiss. the award was to reinstate and back payments so we want to reinstate the matter to the higher court to sue the union. please help
Good day, I am seeking assistance with a debt collection matter involving a previous employer. I went through the CCMA process, and a payment arrangement was agreed upon. Unfortunately, the employer failed to honour the arrangement. I previously engaged the sheriff, but at the time, there were no assets available to attach, so I held off further action. I now have confirmation that the individual has been employed for over a year, and I would like to explore the possibility of issuing a garnishee order to recover the outstanding amount. Please let me know if this is something you can assist with and what the next steps would be. Best regards,