How do labour lawyers help employees navigate workplace disputes?
Learn how labour lawyers help employees handle workplace disputes, from discrimination and wage claims to severance and wrongful termination. Click and discover more.
I was wrongfully charged by my employer for misrepresentation since early March . I appeared in disciplinary hearing in May and my employer presented their case using external witnesses and the case was postponed since then. The case was hanging since then because they knew their charges are weak and personal.
I'm living with a disability ,so I feel my bosses are hush or bullying at me ,while I was working ,now I'm retrenchment, because they just want to get reed of me ,after my psychiatrist talk to them and ask them to gave me in Capacity leave ,as they claim they don't have a suitable position for me by then
I was dismissed at work and accused of accessing the company network from home and deleting files without any constructive evidence. I was not given access to any resources just suspended and a week later dismissed at a DC. Went to CCMA and the employer refused to budge. I want to know if it is going to be viable to go to Arbitration.
I hope this email finds you well. I am following up on the ongoing issues regarding my workplace situation as outlined in my previous correspondence, as well as a recent discrepancy in my November payroll. To recap the key points I’ve mentioned before: Breast Pump at Work: I was informed informally about the placement of my breast pump on the table and about storing breast milk in the office fridge. No formal warning was issued, and after the conversation, I stopped putting the breast pump on the table but continued to face complaints about the milk in the fridge. Phone Use: I used my phone during quieter periods when there was minimal work. Once the workload increased, I stopped using my phone. Although the director spoke to me informally about this, no formal warnings or hearings were given. Leave for a Sick Child: I took three days off to care for my son and submitted a doctor's note. When I returned to work, the director criticized my decision to stay home and implied that I was neglecting my job, even though my contract entitles me to sick leave. Questions Regarding Pay: I asked my coworkers about the HR manager’s availability to clarify my pay, which the director later deemed disruptive. However, I felt it was necessary to ensure that my pay was correct, especially given my fixed-term contract. Mutual Agreement: I was pressured into signing a mutual agreement after requesting a second chance to prove myself. Despite my attempts to address the situation, I felt I had no choice but to sign the agreement, as it seemed like the only option available. November Payroll Issue: I would like to add that I noticed a discrepancy in my November payroll. My agreed gross salary was R11,.00, but my paycheck reflected only R9,.16, with deductions for unpaid leave that were not in line with what we had agreed upon. During a prior discussion, I was assured that I would receive my "full salary" for November, minus only the standard deductions (UIF, PAYE, and loan). Despite raising this concern, I have not received any feedback or clarification. Given the above issues, I’m increasingly concerned about the lack of formal warnings, the mishandling of my sick leave, pay inquiries, and the mutual agreement. I also feel pressured into signing the agreement without being given a fair chance to resolve the situation. I would greatly appreciate your guidance on the best course of action regarding these concerns. Thank you for your time and I look forward to your response.
I am currently in tribunal and currently is the process been chaired by a so-called labour expert which is one sided, who does not listens you as the charged individual! My tribunal started yeterday 10 cember , but managed to postpone the procedure for evidence used against me! I have been charged for not reporting, but I have reported to the supervisor! To start....my absence from work were because an injury on duty which I reported but it looks like if the company do not accept injury on duty, because I was asking my supervisor about my injury and he never reported back to me!!! Now it looks they want to gets rid of me! I have time to explain myself but do not have the labour knowledge to act! Attached you will find the chargesheet, but yesterday information came up which worries me!!! Because they use information not known to me and the chairperson wants me to explain in writing!!!
I was unfairly dismissed with no representation although I had my own proof to back me up which they didn't want to look at. I had a sit down at ccma where we did not agree on the terms. I ended up having a heart attack and ended up in hospital for 3 months having to undergo a procedure and having a ICD unit attached to my heart. While I was hospitalized the CCMA tried calling me to which I could not attend. I could not reply to them because when I was discharged I had to go to hospital for regular check ups and did not have the time. I do have supporting documentation from hospital and my Dr will also offer his help. Please assist me as this will be 2 years and I could not afford a lawyer Thank you
Came back from Covert. Had 25percent deducted from my salary without my consent. Got a promotion but less money. Been imployed there since . Don't know how they can take money from me without my concent. Or signature. Really need help. That's a quarter of my salary gone. Cannot wrapmy head around how that can happen. U
I want to appeal an arbitration award for non payment of S&T allowances. I feel the commissioner did not take important information (like the acceptance letter with explanation of in principle that was in the transfer letter )when reaching her conclusion. Also taken things that were not tabled during the hearing.
I have a High Court of Johannesburg matter which I have litigated myself since March because I could not afford representation. I am an Accountant. The Defendant's strategy is one of delay and pedantic adherence to my procedural defects. The matter went to Court on 6 May , but was postponed because the Defendant's Attorney stated that my Expert Reports were not preceded by a Notice of Intention to Amend. I then decided that I need an Attorney to take the matter to its conclusion. I have irrefutable documentary evidence of the Defendant's Misrepresentation, harassment of my Witness and tampering with evidence. I will pay for an Attorney's services once I win. I am even prepared to negotiate the payment of a premium, in the form of a percentage of my award. My claim was originally R7.9 mil, but my Actuary has claimed more. This premium will therefore be a handsome sum of money. A Senior Counsel Advocate has said that "my prospects of success are excellent", after perusing my documents. Please assist a layman, who has suffered a severe injustice at the hands of a self-proclaimed "multi-millionaire", to get the Justice he deserves. Most of the groundwork in this matter is already done.
I am 62 entitled to take early retirement; was handed retrenchment document reason reduction of staff, no figures on original document only formulation; I do not have the original retrenchment document in my possession, follow up Interview I opted for early retirement [ acknowledgment was via email ] not knowing UIF is not applicable; only found out when asking HR, employer was notified before 24hrs via a message to hold back on said decision; was told certain information was forwarded already ; no idea what it was at that point in time and I did not ask the employer; I found out that my medical aid was notified that I am going on retirement; It was said on the 15th [employer] but was sent on the 18th , I approached the employer again to revert back to the initial reason for staff reduction, only to be told termination of contract will allow UIF contribution and realized that the retrenchment package has been lost, UI19 document states my number of years employed which is not correct but a reason was given by the current employer who has taken over the business; on UI19 document states number 5 = termination of employment; I have not completed or signed any documents yet, the way I see this if is if were to hand in the UI19 form and is found out that I opted for early retirement and the UI19 form states termination of employment can cause legality against me; something was mentioned of backdating a document; I started in ; my question is: do I have a valid legal case against the employer ? Kindly advise please ; Thank you.