[L187] DO YOU HAVE A CASE FOR THE CCMA? | SOUTH AFRICA
1.8 هزار بار بازدید -
3 سال پیش
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This video discusses how to
This video discusses how to tell whether or not you have a case for the CCMA – in particular an unfair dismissal relating to misconduct.
Substantive Fairness: Means the employer has the right reasons to dismiss you.
Procedural Fairness: The employer has followed the right procedure to dismiss you.
Requirements for fair disciplinary enquiry at the workplace:
1. Notice must be provided for disciplinary hearing
2. Charges must be explained
3. At least 48hr must be provided to prepare for disciplinary hearing
4. An opportunity to present your case at the enquiry
5. You should have received a written outcome of the disciplinary enquiry
=== ATTORNEY INQUIRIES ===
☎️ CONTACT: Aslam Moolla
⭐ EMAIL: [email protected]
👉 WEBSITE: https://www.legal-leaders.co.za/
=== ABOUT ASLAM MOOLLA ===
💼 Aslam Moolla is a licensed Attorney with a master’s in law who specializes in Divorce and Labour Law. In 2014, he was awarded the Lexis Nexis Prize by the University of KwaZulu-Natal. Our law office is based in Umhlanga, Durban. We developed this series of videos to show you how to handle yourself in court and achieve the best outcome for your case.
=== SOCIAL MEDIA ===
FACEBOOK: Facebook: Aslammoollalawyer
WEBSITE: https://www.legal-leaders.co.za/
LINKEDIN: LinkedIn: aslammoollalawyer
=== TIME STAMPS===
00:01 Introduction
00:40 Substantive Fairness
00:47 Procedural Fairness
00:57 Substantive Fairness in labour law
01:22 Procedural Fairness in labour law
01:31 Requirements for fair disciplinary enquiry at the workplace
02:27 Summary
🔔 Subscribe for more
=== RESOURCES CITED IN THIS VIDEO===
Labour Relations Act – South Africa
=== LEGAL DISCLAIMERS ===
Legal Disclaimer: This video recording is for educational purposes only and should not be considered as the rendering of legal advice. The viewing of this recording does not create an attorney-client relationship with Aslam Moolla. Please consult an Attorney to get specific legal advice on your specific situation
If you found this video helpful, please make sure to give it a thumbs up and subscribe.
lawyer, labourlawyer, employee, employer, CCMA, disciplinaryhearing, labourlaw, unfairlabourpractices, unfairdismissal, labourrelationsact, southafrica, employmentlaw, unfairdiscrimination, fairdiscrimination, workplacediscrimination, ccmalegaladvise, law, misconduct, dismissed, reinstatement, compensation, proceduralfairness, substantivefairness, labourdisputes
Substantive Fairness: Means the employer has the right reasons to dismiss you.
Procedural Fairness: The employer has followed the right procedure to dismiss you.
Requirements for fair disciplinary enquiry at the workplace:
1. Notice must be provided for disciplinary hearing
2. Charges must be explained
3. At least 48hr must be provided to prepare for disciplinary hearing
4. An opportunity to present your case at the enquiry
5. You should have received a written outcome of the disciplinary enquiry
=== ATTORNEY INQUIRIES ===
☎️ CONTACT: Aslam Moolla
⭐ EMAIL: [email protected]
👉 WEBSITE: https://www.legal-leaders.co.za/
=== ABOUT ASLAM MOOLLA ===
💼 Aslam Moolla is a licensed Attorney with a master’s in law who specializes in Divorce and Labour Law. In 2014, he was awarded the Lexis Nexis Prize by the University of KwaZulu-Natal. Our law office is based in Umhlanga, Durban. We developed this series of videos to show you how to handle yourself in court and achieve the best outcome for your case.
=== SOCIAL MEDIA ===
FACEBOOK: Facebook: Aslammoollalawyer
WEBSITE: https://www.legal-leaders.co.za/
LINKEDIN: LinkedIn: aslammoollalawyer
=== TIME STAMPS===
00:01 Introduction
00:40 Substantive Fairness
00:47 Procedural Fairness
00:57 Substantive Fairness in labour law
01:22 Procedural Fairness in labour law
01:31 Requirements for fair disciplinary enquiry at the workplace
02:27 Summary
🔔 Subscribe for more
=== RESOURCES CITED IN THIS VIDEO===
Labour Relations Act – South Africa
=== LEGAL DISCLAIMERS ===
Legal Disclaimer: This video recording is for educational purposes only and should not be considered as the rendering of legal advice. The viewing of this recording does not create an attorney-client relationship with Aslam Moolla. Please consult an Attorney to get specific legal advice on your specific situation
If you found this video helpful, please make sure to give it a thumbs up and subscribe.
lawyer, labourlawyer, employee, employer, CCMA, disciplinaryhearing, labourlaw, unfairlabourpractices, unfairdismissal, labourrelationsact, southafrica, employmentlaw, unfairdiscrimination, fairdiscrimination, workplacediscrimination, ccmalegaladvise, law, misconduct, dismissed, reinstatement, compensation, proceduralfairness, substantivefairness, labourdisputes
3 سال پیش
در تاریخ 1400/10/23 منتشر شده
است.
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