Generated by All in One SEO v5.0.1.1, this is an llms.txt file, used by LLMs to index the site. # ICON Labour Consultants Labour Law | Labour Relations | Labour Consultants | Health & Safety Consultants ## Sitemaps - [XML Sitemap](https://iconlabour.co.za/sitemap.xml): Contains all public & indexable URLs for this website. ## Posts - [Blog Articles](https://iconlabour.co.za/blog-articles/) - [Employers frequently face unnecessary procedural fairness risk in dismissal cases](https://iconlabour.co.za/employers-frequently-face-unnecessary-procedural-fairness-risk-in-dismissal-cases/) - [Probation is a workplace trial period](https://iconlabour.co.za/probation-is-a-workplace-trial-period/) - [Mandatory workplace Covid-19 vaccination - the story so far](https://iconlabour.co.za/mandatory-workplace-covid-19-vaccination-the-story-so-far/) - [Negligence or Gross Negligence?](https://iconlabour.co.za/negligence-or-gross-negligence/) - [Constructive dismissal claims must be buttressed by concrete evidence](https://iconlabour.co.za/constructive-dismissal-claims-must-be-buttressed-by-concrete-evidence/) - [A stratagem of dishonesty and deceit justifies dismissal](https://iconlabour.co.za/a-stratagem-of-dishonesty-and-deceit-justifies-dismissal/) - [Trade unions must operate within their registered scope](https://iconlabour.co.za/trade-unions-must-operate-within-their-registered-scope/) - [Not every case of assault should be met with dismissal](https://iconlabour.co.za/not-every-case-of-assault-should-be-met-with-dismissal/) - [No severance pay is payable if employee declines reasonable alternative employment](https://iconlabour.co.za/no-severance-pay-is-payable-if-employee-declines-reasonable-alternative-employment/) - [Musings of a labour relations consultant during the Covid-19 disaster](https://iconlabour.co.za/musings-of-a-labour-relations-consultant-during-the-covid-19-disaster/) - [Urgent Directive confirms CCMA operations from 11 May 2020](https://iconlabour.co.za/urgent-directive-confirms-ccma-operations-from-11-may-2020/) - [Department of Employment & Labour Covid-19 Direction on Labour Relations](https://iconlabour.co.za/department-of-employment-labour-covid-19-direction-on-labour-relations/) - [Covid-19 and the Workplace: The Story So Far](https://iconlabour.co.za/covid-19-and-the-workplace-the-story-so-far/) - [The employer Covid-19 vaccination conundrum](https://iconlabour.co.za/the-employer-covid-19-vaccination-conundrum/) - [The tickly beard and the sexual harassment dismissal](https://iconlabour.co.za/the-tickly-beard-and-the-sexual-harassment-dismissal/) - [Employers interfere with hearing sanctions at their peril](https://iconlabour.co.za/employers-interfere-with-hearing-sanctions-at-their-peril/) - [The story of the light blue hairclip and a fair dismissal](https://iconlabour.co.za/the-story-of-the-light-blue-hairclip-and-a-fair-dismissal/) - [Dismissal of employees in an unprotected strike mob was fair says the Labour Court](https://iconlabour.co.za/dismissal-of-employees-in-an-unprotected-strike-mob-was-fair-says-the-labour-court/) - [We don't see enough progressive discipline](https://iconlabour.co.za/we-dont-see-enough-progressive-discipline/) - [Selection criteria are frequently an employer’s Achilles heel in retrenchments](https://iconlabour.co.za/selection-criteria-are-frequently-an-employers-achilles-heel-in-retrenchments/) - [Can employers require employees to be vaccinated?](https://iconlabour.co.za/can-employers-require-employees-to-be-vaccinated/) - [The non-disclosure of an adverse relationship with a prior employer is not grounds for dismissal](https://iconlabour.co.za/the-non-disclosure-of-an-adverse-relationship-with-a-prior-employer-is-not-grounds-for-dismissal/) - [First Quantum Minerals Limited](https://iconlabour.co.za/first-quantum-minerals-limited/) - [Labour Relations – The First Hundred Days After Lockdown](https://iconlabour.co.za/labour-relations-the-first-hundred-days-after-lockdown/) - [Dismissal on grounds of ill health is fair if statutory obligations are met](https://iconlabour.co.za/dismissal-on-grounds-of-ill-health-is-fair-if-statutory-obligations-are-met/) - [Employers can't dismiss employees for a contempt of court charge](https://iconlabour.co.za/employers-cant-dismiss-employees-for-a-contempt-of-court-charge/) - [Mere suspicion does not prove an employee guilty of misconduct](https://iconlabour.co.za/mere-suspicion-does-not-prove-an-employee-guilty-of-misconduct/) - [Substantively unfairly dismissed employees may not always be reinstated](https://iconlabour.co.za/substantively-unfairly-dismissed-employees-may-not-always-be-reinstated/) - [Employers may not randomly select a retirement age](https://iconlabour.co.za/employers-may-not-randomly-select-a-retirement-age/) - [Falsely accused of sexual harassment](https://iconlabour.co.za/falsely-accused-of-sexual-harassment/) - [Charged with one thing and found guilty of another](https://iconlabour.co.za/charged-with-one-thing-and-found-guilty-of-another/) - [When the impartiality of a Commissioner is disputed](https://iconlabour.co.za/when-the-impartiality-of-a-commissioner-is-disputed/) - [The chasm between regret and remorse](https://iconlabour.co.za/the-chasm-between-regret-and-remorse/) - [Hearsay evidence is admissible at times](https://iconlabour.co.za/hearsay-evidence-is-admissible-at-times-2/) - [The days of Recognition Agreements are pretty much over](https://iconlabour.co.za/the-days-of-recognition-agreements-are-pretty-much-over/) - [Theft of relatively low cost items still typically warrants dismissal](https://iconlabour.co.za/theft-of-relatively-low-cost-items-still-typically-warrants-dismissal/) - [Lots of boxes to tick when proving poor performance](https://iconlabour.co.za/lots-of-boxes-to-tick-when-proving-poor-performance/) - [Refusal to undergo a polygraph test may be grounds for dismissal](https://iconlabour.co.za/refusal-to-undergo-a-polygraph-test-may-be-grounds-for-dismissal/) - [Yes, you can be dismissed on grounds of ill-health absenteeism](https://iconlabour.co.za/yes-you-can-be-dismissed-on-grounds-of-ill-health-absenteeism/) - [Concourt provides guidelines on an employer's duty of good faith in derivative misconduct cases](https://iconlabour.co.za/concourt-provides-guidelines-on-an-employers-duty-of-good-faith-in-derivative-misconduct-cases/) - [When the Labour Appeal Court considers a dismissal sanction too harsh](https://iconlabour.co.za/when-the-labour-appeal-court-considers-a-dismissal-sanction-too-harsh/) - [30+ years of labour relations consulting observations in SA](https://iconlabour.co.za/30-years-of-labour-relations-consulting-observations-in-sa/) - [Discipline post resignation, yay or nay?](https://iconlabour.co.za/discipline-post-resignation-yay-or-nay/) - [Labour Court Reiterates the Value of Polygraph Tests](https://iconlabour.co.za/labour-court-reiterates-the-value-of-polygraph-tests/) - [Jobs for cash is more widespread than you think](https://iconlabour.co.za/jobs-for-cash-is-more-widespread-than-you-think/) - [False allegations of racism can lead to dismissal](https://iconlabour.co.za/false-allegations-of-racism-can-lead-to-dismissal/) - [Job applicants must come clean on criminal records](https://iconlabour.co.za/job-applicants-must-come-clean-on-criminal-records/) - [Circumstantial evidence if persuasive, can prove guilt](https://iconlabour.co.za/circumstantial-evidence-if-persuasive-can-prove-guilt/) - [The conflicting evidence conundrum](https://iconlabour.co.za/the-conflicting-evidence-conundrum/) - [The Assign Concourt TES Judgment tested at the CCMA](https://iconlabour.co.za/the-assign-concourt-tes-judgment-tested-at-the-ccma-2/) - [Dismissal for a positive cannabis test is fair says the CCMA](https://iconlabour.co.za/dismissal-for-a-positive-cannabis-test-is-fair-says-the-ccma/) - [The Assign Concourt TES Judgment tested at the CCMA](https://iconlabour.co.za/the-assign-concourt-tes-judgment-tested-at-the-ccma/) - [Nationality as a reason for dismissal is discriminatory](https://iconlabour.co.za/nationality-as-a-reason-for-dismissal-is-discriminatory/) - [Fraudulent medical certificates warrant dismissal every day of the week](https://iconlabour.co.za/fraudulent-medical-certificates-warrant-dismissal-every-day-of-the-week/) - [Retention agreements are hand-outs with handcuffs](https://iconlabour.co.za/retention-agreements-are-hand-outs-with-handcuffs/) - [Suspending employees pending finalisation of investigations and hearings](https://iconlabour.co.za/suspending-employees-pending-finalisation-of-investigations-and-hearings/) - [Sexual harassment is broadly defined](https://iconlabour.co.za/sexual-harassment-is-broadly-defined/) - [Employer retrenchment do’s and don’ts](https://iconlabour.co.za/employer-retrenchment-dos-and-donts/) - [Fair dismissals are not a myth: the simple rules](https://iconlabour.co.za/fair-dismissals-are-not-a-myth-the-simple-rules/) - [Domestic workers are also protected from unfair dismissal](https://iconlabour.co.za/domestic-workers-are-also-protected-from-unfair-dismissal/) - [Weed and the Workplace, what now?](https://iconlabour.co.za/weed-and-the-workplace-what-now/) - [Taking goods without permission is theft](https://iconlabour.co.za/taking-goods-without-permission-is-theft/) - [Executive performance dismissals differ from the norm](https://iconlabour.co.za/executive-performance-dismissals-differ-from-the-norm/) - [Don't use your phone whilst driving a forklift](https://iconlabour.co.za/dont-use-your-phone-whilst-driving-a-forklift/) - [Minor acts of theft can justify dismissal](https://iconlabour.co.za/minor-acts-of-theft-can-justify-dismissal/) - [Yet another social media rant leads to dismissal](https://iconlabour.co.za/yet-another-social-media-rant-leads-to-dismissal/) - [When it’s one person’s word against another](https://iconlabour.co.za/when-its-one-persons-word-against-another/) - [Concourt clarifies precautionary suspension procedures](https://iconlabour.co.za/concourt-clarifies-precautionary-suspension-procedures/) - [Lack of transport is no justification for late-coming and absenteeism](https://iconlabour.co.za/lack-of-transport-is-no-justification-for-late-coming-and-absenteeism/) - [Labour Court gets tough on strikers flaunting picketing rules](https://iconlabour.co.za/labour-court-gets-tough-on-strikers-flaunting-picketing-rules/) - [What if the employer only has one witness to prove its case?](https://iconlabour.co.za/what-if-the-employer-only-has-one-witness-to-prove-its-case/) - [Circumstantial evidence: when there are no eye witnesses](https://iconlabour.co.za/circumstantial-evidence-when-there-are-no-eye-witnesses/) - [The ‘doctrine of common purpose’ and the workplace](https://iconlabour.co.za/the-doctrine-of-common-purpose-and-the-workplace/) - [Concourt TES judgment severely lessens the viability of long-term labour broker usage](https://iconlabour.co.za/concourt-tes-judgment-severely-lessens-the-viability-of-long-term-labour-broker-usage/) - [Labour Arbitration Hearings – Fundamental Principles](https://iconlabour.co.za/labour-arbitration-hearings-fundamental-principles/) - [You can’t resign to avoid disciplinary action](https://iconlabour.co.za/you-cant-resign-to-avoid-disciplinary-action/) - [Labour Court rules on Constructive Dismissal](https://iconlabour.co.za/labour-court-rules-on-constructive-dismissal/) - [Moonlighting is not always lawful](https://iconlabour.co.za/moonlighting-is-not-always-lawful/) - [Consistency in disciplinary hearings](https://iconlabour.co.za/consistency-in-disciplinary-hearings/) - [How does the Labour Court determine when dismissal is too harsh?](https://iconlabour.co.za/how-does-the-labour-court-determine-when-dismissal-is-too-harsh/) - [Preparing witnesses for disciplinary and arbitration hearings](https://iconlabour.co.za/preparing-witnesses-for-disciplinary-and-arbitration-hearings/) - [Employee Negligence can lead to dismissal](https://iconlabour.co.za/employee-negligence-can-lead-to-dismissal/) - [Your hairdo is no ground for dismissal](https://iconlabour.co.za/your-hairdo-is-no-ground-for-dismissal/) - [Probation is part of our law](https://iconlabour.co.za/probation-is-part-of-our-law/) - [When is a dismissal decision reasonable?](https://iconlabour.co.za/when-is-a-dismissal-decision-reasonable/) - [Tread carefully when dismissing incarcerated staff](https://iconlabour.co.za/tread-carefully-when-dismissing-incarcerated-staff/) - [There is no statutory right to smoke breaks](https://iconlabour.co.za/there-is-no-statutory-right-to-smoke-breaks/) - [The thorny question of arbitrator recusals](https://iconlabour.co.za/the-thorny-question-of-arbitrator-recusals/) - [The return of the closed shop](https://iconlabour.co.za/the-return-of-the-closed-shop/) - [The new Labour Relations Amendment Act](https://iconlabour.co.za/the-new-labour-relations-amendment-act/) - [The growing blight of workplace social media e-misconduct](https://iconlabour.co.za/the-growing-blight-of-workplace-social-media-e-misconduct/) - [Suspicion is not enough to prove misconduct](https://iconlabour.co.za/suspicion-is-not-enough-to-prove-misconduct/) - [Summary dismissal is justified on occasion](https://iconlabour.co.za/summary-dismissal-is-justified-on-occasion/) - [Blatantly discriminatory racist remarks amount to serious misconduct](https://iconlabour.co.za/blatantly-discriminatory-racist-remarks-amount-to-serious-misconduct/) - [Social media e-misconduct is on the rise](https://iconlabour.co.za/social-media-e-misconduct-is-on-the-rise/) - [Zero-tolerance policies in the spotlight](https://iconlabour.co.za/zero-tolerance-policies-in-the-spotlight/) - [Failure to disclose prior criminal convictions](https://iconlabour.co.za/failure-to-disclose-prior-criminal-convictions/) - [Strikes and the law](https://iconlabour.co.za/strikes-and-the-law/) - [Dismissal related to sex-change ruled unfair](https://iconlabour.co.za/dismissal-related-to-sex-change-ruled-unfair/) - [10 requirements for a fair dismissal](https://iconlabour.co.za/10-requirements-for-a-fair-dismissal/) - [Employees may be required to attend disciplinary hearings even if booked off sick](https://iconlabour.co.za/employees-may-be-required-to-attend-disciplinary-hearings-even-if-booked-off-sick/) - [Procedural fairness in discipline demystified](https://iconlabour.co.za/procedural-fairness-in-discipline-demystified/) - [Can one chairman start a disciplinary hearing and another finish?](https://iconlabour.co.za/can-one-chairman-start-a-disciplinary-hearing-and-another-finish/) - [Re-hearing disciplinary hearings is possible at times](https://iconlabour.co.za/re-hearing-disciplinary-hearings-is-possible-at-times/) - [An alleged breakdown in trust must be proved](https://iconlabour.co.za/an-alleged-breakdown-in-trust-must-be-proved/) - [Clear guidelines exist in abscondment cases](https://iconlabour.co.za/clear-guidelines-exist-in-abscondment-cases/) - [Habitual poor time keeping warrants dismissal](https://iconlabour.co.za/habitual-poor-time-keeping-warrants-dismissal/) - [Over hasty retrenchments fall foul of the law](https://iconlabour.co.za/over-hasty-retrenchments-fall-foul-of-the-law/) - [Pre-hearing suspension](https://iconlabour.co.za/pre-hearing-suspension/) - [Hearing charge sheets are often faulty](https://iconlabour.co.za/hearing-charge-sheets-are-often-faulty/) - [Equal pay for equal value judgment](https://iconlabour.co.za/equal-pay-for-equal-value-judgment/) - [Picketing & the LRA](https://iconlabour.co.za/picketing-the-lra/) - [Strike guidelines are particularly relevant at this time of year](https://iconlabour.co.za/strike-guidelines-are-particularly-relevant-at-this-time-of-year/) - [Circumstantial evidence revisited](https://iconlabour.co.za/circumstantial-evidence-revisited/) - [Hearsay evidence is admissible at times](https://iconlabour.co.za/hearsay-evidence-is-admissible-at-times/) - [A trap or entrapment?](https://iconlabour.co.za/a-trap-or-entrapment/) - [Key employment contract provisions](https://iconlabour.co.za/key-employment-contract-provisions/) - [Beware the office party mayhem](https://iconlabour.co.za/beware-the-office-party-mayhem/) - [Attempted theft from employers is an unfortunate scourge](https://iconlabour.co.za/attempted-theft-from-employers-is-an-unfortunate-scourge/) - [CCMA should heed criticism](https://iconlabour.co.za/ccma-should-heed-criticism/) - [Angloplats are right to sue AMCU](https://iconlabour.co.za/angloplats-are-right-to-sue-amcu/) - [Sangoma training does not qualify for sick leave](https://iconlabour.co.za/sangoma-training-does-not-qualify-for-sick-leave/) - [Pain of retirement age dismissals](https://iconlabour.co.za/pain-of-retirement-age-dismissals/) - [IR Audits benefit employers and employees alike](https://iconlabour.co.za/ir-audits-benefit-employers-and-employees-alike/) - [Employees cannot withdraw a resignation at will](https://iconlabour.co.za/employees-cannot-withdraw-a-resignation-at-will/) - [Arbitration costs awards are rare](https://iconlabour.co.za/arbitration-costs-awards-are-rare/) - [Incompatibility can be a case of misconduct or incapacity](https://iconlabour.co.za/incompatibility-can-be-a-case-of-misconduct-or-incapacity/) - [National Minimum Wage Act – the lowdown](https://iconlabour.co.za/national-minimum-wage-act-the-lowdown/) - [The vagaries of hospitality industry labour relations](https://iconlabour.co.za/the-vagaries-of-hospitality-industry-labour-relations/) - [Strike management comes to the fore in strike season](https://iconlabour.co.za/strike-management-comes-to-the-fore-in-strike-season/) - [Can employers object to employee t-shirts?](https://iconlabour.co.za/can-employers-object-to-employee-t-shirts/) - [The terrible twins: insubordination and insolence](https://iconlabour.co.za/the-terrible-twins-insubordination-and-insolence/) - [The 2019 labour relations outlook](https://iconlabour.co.za/the-2019-labour-relations-outlook/) - [Employee dishonesty invariably warrants dismissal](https://iconlabour.co.za/employee-dishonesty-invariably-warrants-dismissal/) - [The dismissal of incarcerated staff requires caution](https://iconlabour.co.za/the-dismissal-of-incarcerated-staff-requires-caution/) - [Can a resignation be withdrawn?](https://iconlabour.co.za/can-a-resignation-be-withdrawn/) - [Expired warnings can still justify dismissal](https://iconlabour.co.za/expired-warnings-can-still-justify-dismissal/) - [Changing job content is not always unfair](https://iconlabour.co.za/changing-job-content-is-not-always-unfair/) - [Ill health absenteeism requires investigation](https://iconlabour.co.za/ill-health-absenteeism-requires-investigation/) - [SETA accredited training is the key to discipline competence](https://iconlabour.co.za/seta-accredited-training-is-the-key-to-discipline-competence/) - [Employment begins on date of signature](https://iconlabour.co.za/employment-begins-on-date-of-signature/) - [Making sense of labour relations jargon](https://iconlabour.co.za/making-sense-of-labour-relations-jargon/) - [Conflicts of interest threaten employment](https://iconlabour.co.za/conflicts-of-interest-threaten-employment/) - [Bosses have rights too](https://iconlabour.co.za/bosses-have-rights-too/) - [Hearsay evidence need not always be disregarded](https://iconlabour.co.za/hearsay-evidence-need-not-always-be-disregarded/) - [Re-hearing disciplinary enquiries requires caution](https://iconlabour.co.za/re-hearing-disciplinary-enquiries-requires-caution/) - [Legal representation normally not allowed in disciplinary hearings](https://iconlabour.co.za/legal-representation-normally-not-allowed-in-disciplinary-hearings/) - [Case Law Search](https://iconlabour.co.za/case-law-search/) ## Pages - [Home](https://iconlabour.co.za/) - ICON Labour Consultants is South Africa’s leading multi-disciplinary labour law consultants in Cape Town and labour relations firm rendering professional litigation, consulting. - [Articles](https://iconlabour.co.za/articles/) - [TV & Radio Interviews](https://iconlabour.co.za/tv-radio-interviews/) - As experienced practitioners in CCMA and Bargaining Council case representation, we are often called upon to offer expert opinion. - 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Our team is well placed to represent parties in, for example, unfair dismissal and unfair labour practice claims.. - [Consulting](https://iconlabour.co.za/consulting/) - Tony Healy & Associates has extensive experience in rendering labour relations and labour law solutions and services throughout South Africa. - [Essential Disciplinary Hearing Skills DVD](https://iconlabour.co.za/essential-disciplinary-hearing-skills-dvd/) - [Links](https://iconlabour.co.za/links/) ## Categories - [Case Law](https://iconlabour.co.za/category/case-law/) - [Discipline & dismissal](https://iconlabour.co.za/category/discipline-dismissal/) - [Employment Equity](https://iconlabour.co.za/category/employment-equity/) - [Industrial Action](https://iconlabour.co.za/category/industrial-action/) - [Labour Legislation](https://iconlabour.co.za/category/labour-legislation/) - [Law of Evidence](https://iconlabour.co.za/category/law-of-evidence/) - [Miscellaneous](https://iconlabour.co.za/category/miscellaneous/) - [Trade Unions](https://iconlabour.co.za/category/trade-unions/) - [Training](https://iconlabour.co.za/category/training/) - [Unfair Labour Practices](https://iconlabour.co.za/category/unfair-labour-practices/) - [Retrenchment](https://iconlabour.co.za/category/retrenchment/) - [Testimonials](https://iconlabour.co.za/category/testimonials/) - [Covid-19](https://iconlabour.co.za/category/covid-19/) ## Tags - [Case Law](https://iconlabour.co.za/tag/case-law/) - [Dismissal related to sex-change ruled unfair](https://iconlabour.co.za/tag/dismissal-related-to-sex-change-ruled-unfair/) - [Case Law Search](https://iconlabour.co.za/tag/case-law-search/) - [Tread carefully when dismissing incarcerated staff](https://iconlabour.co.za/tag/tread-carefully-when-dismissing-incarcerated-staff/) - [10 requirements for a fair dismissal](https://iconlabour.co.za/tag/10-requirements-for-a-fair-dismissal/) - [Expired warnings can still justify dismissal](https://iconlabour.co.za/tag/expired-warnings-can-still-justify-dismissal/) - [When is a dismissal decision reasonable?](https://iconlabour.co.za/tag/when-is-a-dismissal-decision-reasonable/) - [Legal representation normally not allowed in disciplinary hearings](https://iconlabour.co.za/tag/legal-representation-normally-not-allowed-in-disciplinary-hearings/) - [Employees may be required to attend disciplinary hearings even if booked off sick](https://iconlabour.co.za/tag/employees-may-be-required-to-attend-disciplinary-hearings-even-if-booked-off-sick/) - [Procedural fairness in discipline demystified](https://iconlabour.co.za/tag/procedural-fairness-in-discipline-demystified/) - [Can one chairman start a disciplinary hearing and another finish?](https://iconlabour.co.za/tag/can-one-chairman-start-a-disciplinary-hearing-and-another-finish/) - [Re-hearing disciplinary enquiries requires caution](https://iconlabour.co.za/tag/re-hearing-disciplinary-enquiries-requires-caution/) - [Re-hearing disciplinary hearings is possible at times](https://iconlabour.co.za/tag/re-hearing-disciplinary-hearings-is-possible-at-times/) - [An alleged breakdown in trust must be proved](https://iconlabour.co.za/tag/an-alleged-breakdown-in-trust-must-be-proved/) - [Clear guidelines exist in abscondment cases](https://iconlabour.co.za/tag/clear-guidelines-exist-in-abscondment-cases/) - [Summary dismissal is justified on occasion](https://iconlabour.co.za/tag/summary-dismissal-is-justified-on-occasion/) - [Habitual poor time keeping warrants dismissal](https://iconlabour.co.za/tag/habitual-poor-time-keeping-warrants-dismissal/) - [Over hasty retrenchments fall foul of the law](https://iconlabour.co.za/tag/over-hasty-retrenchments-fall-foul-of-the-law/) - [The growing blight of workplace social media e-misconduct](https://iconlabour.co.za/tag/the-growing-blight-of-workplace-social-media-e-misconduct/) - [Pre-hearing suspension](https://iconlabour.co.za/tag/pre-hearing-suspension/) - [Hearing charge sheets are often faulty](https://iconlabour.co.za/tag/hearing-charge-sheets-are-often-faulty/) - [Equal pay for equal value judgment](https://iconlabour.co.za/tag/equal-pay-for-equal-value-judgment/) - [Picketing & the LRA](https://iconlabour.co.za/tag/picketing-the-lra/) - [Strike guidelines are particularly relevant at this time of year](https://iconlabour.co.za/tag/strike-guidelines-are-particularly-relevant-at-this-time-of-year/) - [The new Labour Relations Amendment Act](https://iconlabour.co.za/tag/the-new-labour-relations-amendment-act/) - [Hearsay evidence need not always be disregarded](https://iconlabour.co.za/tag/hearsay-evidence-need-not-always-be-disregarded/) - [Suspicion is not enough to prove misconduct](https://iconlabour.co.za/tag/suspicion-is-not-enough-to-prove-misconduct/) - [Circumstantial evidence revisited](https://iconlabour.co.za/tag/circumstantial-evidence-revisited/) - [Hearsay evidence is admissible at times](https://iconlabour.co.za/tag/hearsay-evidence-is-admissible-at-times/) - [A trap or entrapment?](https://iconlabour.co.za/tag/a-trap-or-entrapment/) - [Key employment contract provisions](https://iconlabour.co.za/tag/key-employment-contract-provisions/) - [Beware the office party mayhem](https://iconlabour.co.za/tag/beware-the-office-party-mayhem/) - [Attempted theft from employers is an unfortunate scourge](https://iconlabour.co.za/tag/attempted-theft-from-employers-is-an-unfortunate-scourge/) - [The thorny question of arbitrator recusals](https://iconlabour.co.za/tag/the-thorny-question-of-arbitrator-recusals/) - [CCMA should heed criticism](https://iconlabour.co.za/tag/ccma-should-heed-criticism/) - [Angloplats are right to sue AMCU](https://iconlabour.co.za/tag/angloplats-are-right-to-sue-amcu/) - [There is no statutory right to smoke breaks](https://iconlabour.co.za/tag/there-is-no-statutory-right-to-smoke-breaks/) - [Sangoma training does not qualify for sick leave](https://iconlabour.co.za/tag/sangoma-training-does-not-qualify-for-sick-leave/) - [Pain of retirement age dismissals](https://iconlabour.co.za/tag/pain-of-retirement-age-dismissals/) - [IR Audits benefit employers and employees alike](https://iconlabour.co.za/tag/ir-audits-benefit-employers-and-employees-alike/) - [Employees cannot withdraw a resignation at will](https://iconlabour.co.za/tag/employees-cannot-withdraw-a-resignation-at-will/) - [Arbitration costs awards are rare](https://iconlabour.co.za/tag/arbitration-costs-awards-are-rare/) - [Bosses have rights too](https://iconlabour.co.za/tag/bosses-have-rights-too/) - [Conflicts of interest threaten employment](https://iconlabour.co.za/tag/conflicts-of-interest-threaten-employment/) - [Making sense of labour relations jargon](https://iconlabour.co.za/tag/making-sense-of-labour-relations-jargon/) - [Employment begins on date of signature](https://iconlabour.co.za/tag/employment-begins-on-date-of-signature/) - [The return of the closed shop](https://iconlabour.co.za/tag/the-return-of-the-closed-shop/) - [SETA accredited training is the key to discipline competence](https://iconlabour.co.za/tag/seta-accredited-training-is-the-key-to-discipline-competence/) - [Ill health absenteeism requires investigation](https://iconlabour.co.za/tag/ill-health-absenteeism-requires-investigation/) - [Changing job content is not always unfair](https://iconlabour.co.za/tag/changing-job-content-is-not-always-unfair/)