Great episode as usual but I would like for you guys to dedicate an episode about people living with disabilities. the ones seeking a job, the challenges around that and when they get that job, the assistance that can be provided for them in the workplace.
What an interesting conversation, we need more of this. I'm just happy there will be part 3☺. Thanks Mr Mashabela for this amazing episode and thank you Ms Dunster for sharing your wisdom
Truth be told corporate CCMA cases of skilled individuals are heard differently from corporate and government cases of unskilled individuals. Some Employers abuse their powers. There are so many cases of unfair labor practices that go to the CCMA which go in favour the Employer. Whether the CCMA is bought or not, I guess we will never know.
I'm a bit lost here on the part of suspension 40:00-44:00. When I have set for DC and get charged there with 2 months suspension without pay and final written warning, What your saying is it that no matter the charges as long as I'm not dismissed suspension is wrong to be issued against me
Employers cannot suspend an employee without pay, unless it is short of dismissal. If you were suspended and then charged, taken to a disciplinary hearing, the employer can then amend your suspension to unpaid instead of dismissal
@@boniwedunster5096 I think it's cause I didn't work weekends and public holidays so when I applied for Maternity leave the system took into account all the public holidays and weekends.
You asking a fundamental question. Four months will equal about 21 working days per month x 4. So in total you will be off work 21 days + ( public holidays & weekend ) .
