Ekasi labour consultant

13/12/2022

Payment of salaries, wages, leave pay, bonuses, payment for sick leave taken and overtime are all statutory or contractual monies that are rightfully due to an employee when they have provided their services to the employer. The law provides protection to an employee where an employer owes that employee money arising out of the employment relationship. For more information, read the below information sheet on BCEA S73A – claims for failure to pay an amount owing https://www.ccma.org.za/categories/info-sheets/

13/12/2022

If you have a labour dispute over a matter such as- - dismissal, - unpaid wages, - unilateral changes to working conditions, and - discrimination. You may want to apply to the to conciliate, and in some circumstances, arbitrate your dispute.

07/08/2022

An employer was nabbed for attempting to bribe a Department of Employment and Labour inspector in Reitz, . The inspector had been conducting a workplace inspection when the accused offered a of R300. http://www.labour.gov.za/employer-arrested-over-attempt-to-bribe-an-employment-and-labour-inspector

28/07/2022

02/07/2022

A new case dealing with cannabis use by employees has appeared before South African courts – with surprising results

29/06/2022

11/05/2022

Employees are entitled to be paid according to rights set out in a contract of employment. The law provides protection to an employee where an employer owes that employee money arising out of the employment relationship. In terms of S73A of the Basic Conditions of Employment Act (the BCEA) - an employee may refer a dispute to the CCMA concerning the failure to pay any amount owing. For more read the below information Sheet, also available on the CCMA website: https://bit.ly/3p18zLO

29/03/2022

- If an employee refuses to be , the employer must -
* Counsel the employee and, if requested, allow the employee to seek guidance from health and safety representative, worker representative or trade union official;
* Take steps to reasonable the employee in a position that does not require the employee to be vaccinated.
* If an employee produces a attesting that an employee has contra-indications for vaccination, the employer may refer the employee for a medical evaluation for confirmation at the employer’s expenses.
* If the employer accepts the medical certificate or the employee is referred to medical evaluation and that evaluation confirms that the employee has contra-indications for vaccination, it must accommodate the employee in a position that does not require the employee to be vaccinated.


The Code of Practice: Managing exposure to SARS-COV-2 in the Workplace is accessible from the Departmental website.

30/01/2022

Dismissal of employee who refused to get vaccinated was fair, rules CCMA
26 Jan 2022

The Commission for Conciliation, Mediation and Arbitration has ruled that the dismissal of an employee who refused to be vaccinated was fair.
The Commission for Conciliation, Mediation and Arbitration has ruled that the dismissal of an employee who refused to be vaccinated was fair.

The Commission for Conciliation, Mediation and Arbitration (CCMA) has ruled that the dismissal of an employee for refusing to be vaccinated against Covid-19 was fair.

The commission ruled that she could be dismissed because she had “refused to participate in the creation of a safe working environment”.

The ruling, by Gauteng commissioner Lungile Matshaka, is the first to come to light on the issue of workplace mandatory vaccine policies.

20/01/2022

Every employee has the right not to be unfairly dismissed or to be subjected to an Unfair Labour Practice. Read below information sheet to learn more on what is an Unfair Labour Practice, Automatically Unfair Dismissal, and the time-frame to refer disputes relating to the above.

11/10/2021

South African employers may be able to terminate the employment of their unvaccinated staff on the grounds that the employee cannot contractually perform the requirements their jobs.

01/10/2021

Dealing with unpaid salary?
The law provides protection to an employee where an employer owes that employee money arising out of the employment relationship. In terms of the Basic Conditions of Employment Act 75 of 1997 (BCEA), an employer must pay remuneration not later than seven days after (a) the completion of the period for which the remuneration is payable, or (b) the termination of the contract of employment. If you earn below the BCEA threshold of R211 596.30 per annum, and you are owed money in terms of the BCEA, the National Minimum Wage Act, a contract of employment, a sectoral determination or a collective agreement, you may refer the matter to the CCMA for further assistance. For more, read the CCMA info sheet on claims for failure to pay an amount owing (S73A of BCEA)