Maserumule Corporate Employment Law

6:29

What if an employer dismisses an employee when there is no agreed or fixed retirement age?

21 күн бұрын

6:39

What if an employee alleges that the termination of the fixed term contract constitutes a dismissal?

Ай бұрын

6:04

What if an employer suspects an employee submitted a fraudulent medical certificate?

Ай бұрын

5:54

What if an employee is manipulated into concluding a mutual separation agreement?

2 ай бұрын

5:28

What if an employee is dismissed for joining a union and participating in its lawful activities?

2 ай бұрын

4:02

What if a union represents an employee who, however is not entitled to be a member of that union?

3 ай бұрын

4:37

What if an employer decides to use polygraph testing in the workplace?

3 ай бұрын

9:22

What if a foreign national’s work permit expires? Can an employer continue to employ the employee?

4 ай бұрын

7:41

What if an employee is concurrently employed by two employers. What are the legal implications?

5 ай бұрын

7:00

What if a strike is plagued by serious violence and intimidation, does it lose its protected status?

5 ай бұрын

13:12

What if an employee tests positive for cannabis at work?

5 ай бұрын

7:04

What if an offer of employment is terminated after learning of employee’s previous criminal record?

6 ай бұрын

6:26

What if... an employee is in breach of a restraint of trade and confidentiality agreement?

7 ай бұрын

6:36

What if... an arbitrator finds that a dismissal is substantively unfair? Does he have to reinstate?

7 ай бұрын

7:35

What if an employer doesn't renew a fixed term contract, despite having renewed it before?

8 ай бұрын

8:15

What if an employee confesses to committing misconduct but later disputes the confession?

8 ай бұрын

6:32

What if the employer delays the disciplinary proceedings against an alleged offender?

9 ай бұрын

6:07

What if an employee faces criminal charges for conduct committed in the workplace?

9 ай бұрын

9:36

What if an employee hands a suspect medical certificate? Can an employer query the validity thereof?

11 ай бұрын

7:02

What if an employer makes an erroneous payment to an employee? May this payment be deducted?

Жыл бұрын

9:06

What if an employee is dismissed for reasons relating to pregnancy? When is a dismissal unfair?

Жыл бұрын

8:44

WHAT IF an employee is suspected of being under the influence of alcohol? Can breathalyzers be used?

Жыл бұрын

7:47

WHAT IF...an employer locks out employees during a suspended strike? May replacement labour be used?

Жыл бұрын

6:27

WHAT IF... an employee had their contract expire before a dismissal ruling -can they be reinstated?

Жыл бұрын

7:13

WHAT IF... an employee uses cannabis for cultural reasons is blocked from entering the workplace?

Жыл бұрын

6:09

What if an employee is absent due to alleged illness but participates in a protest action instead?

Жыл бұрын

6:30

What if an employee is charged twice for the same incident? What does double jeopardy mean?

Жыл бұрын

5:19

What if an employer expects employees to work overtime. When do overtime agreements expire?

Жыл бұрын

6:14

What if an employer dismisses an incarcerated employee? Is there right to a post dismissal hearing?

Жыл бұрын

Пікірлер

@jessicameyer3110 23 күн бұрын

Please advise re occupational detriment due to making a protected disclosure. I've now been informed of non renewal of contract for 2025.(I'm on fixed contract ending Dec). I know the company is getting me back. The manager has made it clear it's due to me 'running to ccma' and told me I'm fighting a system and won't ever win. When I last spoke to ER director he told me ' you know these people don't want you for next year' as the person involved in the disclosure I made was found guilty and had to leave the company How to adress this ?

@maserumuleemploymentlaw 19 күн бұрын

Dear Jessica, thank you for your comment. We offer advice on a professional basis. You are welcome to schedule an appointment with us by contacting us at 021 914 3321 or [email protected].

@davidpaul1952 2 ай бұрын

can't understand what you are saying.

@maserumuleemploymentlaw 2 ай бұрын

Dear David, thank you for your comment. We offer advice on a professional basis. You are welcome to schedule an appointment with us by contacting us at 021 914 3321 or [email protected].

@sebonegobarungwi8264 3 ай бұрын

Wooo!! sound too complex is it falls under legitimate expectations. One months extensions added together merely constitute fix term contract. A bit complicated but I near your angle and line of arguments

@maserumuleemploymentlaw 2 ай бұрын

Dear Sebonego, thank you for your comment. We offer advice on a professional basis. You are welcome to schedule an appointment with us by contacting us at 021 914 3321 or [email protected].

@sakiekom7057 6 ай бұрын

If employer and employee mutually agree about the reason of terminating the contract of employment,why would they be told about criminal activity as if they are stealing money from other people?I don't agree shame at all,so should the money go in drain yet it was deducted by the employer from the employee's remuneration?😮

@maserumuleemploymentlaw 2 ай бұрын

Dear Saki, thank you for your comment. We offer advice on a professional basis. You are welcome to schedule an appointment with us by contacting us at 021 914 3321 or [email protected].

@vusindlela1226 6 ай бұрын

what if you on a fix term contract and they don't renew yours but other employees are renewed?

@maserumuleemploymentlaw 2 ай бұрын

Dear Vusi, thank you for your comment. We offer advice on a professional basis. You are welcome to schedule an appointment with us by contacting us at 021 914 3321 or [email protected].

@linnajamdien3482 7 ай бұрын

Very informative, thank you.

@maserumuleemploymentlaw 7 ай бұрын

Thank you for watching and for your positive feedback, Linna.

@vinothanaidoo7083 9 ай бұрын

What happens if than executive chsnges sanction from final written warning to dismissal and refuses to listen to employee , refuses to hear mitigating evidence and announces his decision is final

@maserumuleemploymentlaw 9 ай бұрын

Dear Vinotha, thank you for your comment. We offer advice on a professional basis. You are welcome to schedule an appointment with us by contacting us at 021 914 3321 or [email protected].

@RVREVO 9 ай бұрын

Here is one: a nurse prevents a cop from getting a blood sample from a burn victim. Due to a highspeed pursuit a perpetrator lost control and crashed into a semi which burst into flames. The perpetrator died on impact, and the truck driver victim was transported to hospital. The detectives for some reason thought they could they could get a warrantless search and seizure from the victim. When the head nurse refused, as it was against hospital policy, in an agreement with the Sheriffs office, the cop promptly arrested the nurse for Obstruction. What are your thoughts on that.

@maserumuleemploymentlaw 9 ай бұрын

Dear RVREVO, thank you for your comment. We offer advice on a professional basis. You are welcome to schedule an appointment with us by contacting us at 021 914 3321 or [email protected].

@gabimogagabe9046 11 ай бұрын

Please advise me . When an employee was charged and the equiry was conducted to the point that two parties submitted their closing statements (company and emloye). When the chairperson is supposed to issue out the verdict, the company withdraws the charges on the grounds that it deem it unnecessary to continue with the charges. Two month down the line, the company introduces two new charges on the same offennce and facts. The question is, is that double jeopardy. If not, what is the act, and what recourse does the employee have against the company .

@maserumuleemploymentlaw 11 ай бұрын

Dear Gabi, thank you for your comment. We offer advice on a professional basis. You are welcome to schedule an appointment with us by contacting us at 021 914 3321 or emailing us at [email protected].

@poppet4536 Жыл бұрын

Thanks so much for the update JP

@user-pn6qh7nk5q Жыл бұрын

Great video. Quick question, does an employer need to notify or warn you before forfeiting your annual leave. Thanks

@maserumuleemploymentlaw Жыл бұрын

Thank you for your comment. We offer advice on a professional basis. You are welcome to schedule an appointment with us by contacting us at 021 914 3321 or [email protected].

@fulumukwevho4744 Жыл бұрын

Hardly seems fair. If you’re dismissed, it’s with immediate effect however you can’t resign with immediate effect?

@maserumuleemploymentlaw Жыл бұрын

Dear Fulu, thank you for your comment. We offer advice on a professional basis. You are welcome to schedule an appointment with us by contacting us at 021 914 3321 or [email protected].

@connyrapolai6189 Жыл бұрын

What happens if you have pending hearing letter. And you did not signed the document?

@maserumuleemploymentlaw Жыл бұрын

Dear Conny, thank you for your comment. We offer advice on a professional basis. You are welcome to schedule an appointment with us by contacting us at 021 914 3321 or [email protected].

@mohibquadri4053 Жыл бұрын

Sir after being at home for 3 yrs due to family reasons how to bounce back & get interviews for the job without getting affected by the time lost ? What to say to recruiters..I have all the necessary skills & certifications required to do my work as hvac design engineer in aec construction industry so trying to be prepared for upcoming challenges or opportunities in 2-3 months from here..

@maserumuleemploymentlaw Жыл бұрын

Dear Mohib Thank you for your enquiry. We provide advice on a professional basis. Should you wish to make an appointment with us, you are welcome to contact us telephonically at 021 914 3321 or via email at [email protected]. Our office hours are Mondays - Thursdays: 08h00 - 17h00 and Fridays: 08h00 - 16h00. Thank you, Maserumule Corporate Employment Law

@RosinahMatenchi Жыл бұрын

One part of these cases that I always question is: to what extent do company policies cover instances such as these? Interesting how the employee won the case because of traditional backgrounds and the definition of family members in the policy. Question: in your view, what would have been the outcome if the employee had been made aware of the policy and there was proof, however, the employee claims that the definitions do not cover his/her culture.

@maserumuleemploymentlaw Жыл бұрын

Dear Rosinah Thank you for your comment and question. If the employee in this matter was made aware of the leave policy, and more specifically, the intricacies around compassionate leave, the employer would have been able to prove a breach of the policy. It must be noted that the arbitrator also dealt with the appropriateness of the sanction. The arbitrator found dismissal too harsh, and on review, the Labour Court found that this was a reasonable decision. Therefore, even if the employee was made aware of the policy and the employer was able to prove the misconduct, dismissal would have been substantively unfair as the sanction of dismissal was not appropriate considering the employee’s years of service, his position, and unblemished record. We trust the above clarifies. Regards