When an employee is found guilty during the disciplinary hearing proceedings, the evidence presented in aggravation of a sanction should be taken into due consideration before deciding the appropriate sanction. When a chairperson makes a guilty finding on an employee, the next step in the proceedings would be to listen to the aggravating and mitigating circumstances before the chairperson decides what the appropriate sanction would be.  The initiator acting on behalf of the company must...

It is common practice for businesses to have a set retirement age stipulated in their contracts of employment. This is usually around 65 years of age. However, with the advancement of medical care and quality of life improvements, employees are often perfectly capable of working beyond this age. Employers may well benefit from such extended service due to their experience. Thus, we encounter the common phenomenon of post-retirement employment with the same employer. Section 198B of the Labour...

Intimidation is said to be conduct that is seen or perceived as threatening to one’s safety. Intimidation in the workplace often rears its head in the form of conflict between co-employees, which escalates to a threat, either blatant or implied, leaving the aggrieved party feeling unsafe in and out of the workplace. When dealing with such situations, it is important to ensure that the affected party make the employer aware of such misconduct by either lodging a formal grievance or orally...