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 unfairly dismissed without getting a probationary period to prove myself at the job again and there are other staff who perform poorly on the job but nothing happens to them. l approached the CCMA and went to have a meeting with the company who offered me R to settle amd me being a family man i needed my job back. I do have the supporting documents with me and when I got fired it led to a stress related heart attack which landed me in hospital for 3 months so I could not attend the 2nd meeting. Now I am attending hospital every month for check ups and before all this I had no complications. So please help me I would really appreciate it as my family are having it financially difficult because of this.
Hi there I'm seeking for a labour lawyer to defend me in the case that my company has laid against me. I'm dismissed from my job because the HR and the boss said I committed a fraud in the company. The truth is I didn't commit any fraud from the company. Then I want to take the matter to CCMA as this is going to be the second time.
We employed a worker on a "day to day" basis for two days per week, since October last year. When we were not here, as we are out of the country often, she was requested to not work those days. So, essentially, she worked when we needed her, on the days that we reqested her to work We paid for a full day, at a rate higher than she requested, even though she often finished at about lunch time, never working the full day. The higher rate was paid to compensate for any statutory payments that may, or may not, be required on any payment to casual workers. She was often given items to take home, over and above her pay. Each month she would advise how many days she worked, and she would be paid accordingly. We had items disappearing and decided to not make police cases as we did not want to cause an issue. She borrowed money on occasions, where we assisted her. The last straw in the relationship was when she called our family the beginning of May this year, while I was in Zambia, to discuss not receiving payment when she requested a "cash send" payment, rather than the normal bank account transfer, that went wrong technically. Previous payments made to her bank account went through without any issues. This created unacceptable tension and she was asked to leave. We paid for the full day even though she worked 1 hour. The arbitration date has been set for a date when both my wife and I are not in Cape Town. Our tickets were booked the beginning of the year already. Please advise.
I need help with with submitting uif claim,I was registered with a passport without permit and I worked for 10 years contributing uif .I got retrenched in January this year , I've been facing challenges in submitting my claim because they're are demanding a work permit . So I got advice from a friend to try and consult lawyers maybe I might get help there.
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
Does my employer have the right to tel me to use my leave and all my sick leave for a injury on duty.i was booked of for more than a month and i am stil on light duty at work.all this is as result of a injury on duty.i was told that i wil barely get a salary if i dont put in all my leave and they wil take all my sick leave for the next three years to come
I have a CCMA case and need guidance and assistance.
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.