Labour News

  Your Step‑by‑Step Companion for Fair Workplace Management 1. Disciplinary Hearings What the company must do: Give the employee written notice at least 48 hours before the hearing. Allow the employee to bring a representative or colleague . Present evidence and witnesses clearly and fairly. Use a neutral chairperson who was not involved in the incident. Provide a written outcome after the hearing. Checklist for preparation: Gather all relevant documents and witness statements. Ensure policies and procedures are followed. Keep minutes of the hearing for record‑keeping. 2. Charge Sheet – What It Should Include Clear description of the alleged misconduct. Date, time, and place of the incident. The specific rule or policy breached. Avoid vague wording like “poor attitude.” Example: “On 10 May 2026, the employee failed to follow safety protocol as per Policy XYZ.” 3. Grievance Handling Steps for management: Acknowledge receipt of the grievance in writing. Investigate within 5 wo...

  You Can’t Have Labour Peace Without Safety—Here’s Why When workers don’t feel safe, they don’t stay silent. Labour unrest isn’t always about wages or working hours. Sometimes, the spark comes from something far deeper: the fear of not making it home alive . Health and safety, often seen as a compliance checklist, is in fact the foundation of labour peace . Without it, trust crumbles, morale drops, and conflict brews. Let’s explore the critical link between workplace safety and labour relations , with real-world examples, a South African case study, and practical lessons for employers and employees alike. The Hidden Trigger Behind Many Labour Disputes Picture this: A machine leaks oil. It’s been doing that for weeks. Management knows, but they “haven’t had time” to fix it. One day, a worker slips, breaks a leg, and is booked off for six months. The workforce is furious. Not just about the injury—but about the culture of neglect. Soon, what started as a safety issue esca...