The South African Revenue Service (Sars) says it will continue to retain the highest levels of institutional integrity to protect the tax system against abuse.
So what would you do if a business colleague at an off-duty dinner said the following to you after dinner: “Do you want a lover tonight?” Would this statement merely be an inappropriate comment – or conduct that constitutes sexual harassment?
An employee may be found guilty of misconduct if an employer can prove that the employee falsely misrepresented his/her credentials during the job application process.
A matter which has sparked much debate over the years is that of the Vodacom Please Call me case, in which former Vodacom employee Nkosana Makate sued the mobile telecommunications company for remuneration in respect of the Please Call Me concept.
Businesses will have to work harder to align their reward & remuneration process with that of their nomination/talent management capability if they are to secure and retain the services of highly qualified and talented personnel.
Is an employer entitled to make a deduction from an employee’s salary for damages? Here are the requirements for effecting lawful deductions arising out of damages caused by an employee's negligence.
Are your targets realistic? A dismissal can be deemed unfair if an employee's performance was measured against unrealistic targets. Employers should consider all the factors before making a decision to dismiss an employee.
Is it lawful for employees to challenge health and safety measures set in place by the employer, and are health and safety measures taken by an employer “matters of mutual interest” over which employees can collectively bargain and have the right to strike?
Can an employee who has a genuine cultural belief that she should attend a training course unrelated to her work or suffer illness, even death, be dismissed for misconduct if her application for leave was rejected by her employer and she refused a direct instruction to return
While employment equity is important it should never be regarded as an absolute bar to the appointment and advancement of non-designated employees according to a recent labour court decision.
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