Abaqondisi-mthetho ka-China. Zonke Isitshayina abaqondisi-mthetho kwi-intanethi.


Iintlangaaniso Dismissal - Nabasebenzi Guide


Okokuqala, makhe kuthi ukuqonda yintoni i - kwaye ke kusenokwenzeka ukuba izinto ezininzi (njenge resignation kwaye hayi njengokuba iintlangaaniso dismissal) Ke waya kwi state 'uvavanyo yeyona njongo kwaye ke ngoko zombhali kuphela perceptions ka-yabasebenzi asingawo afanelekileyo kulo mbaKwi-Coetzer v I-Ummi Newspaper, kwaye Kruger v CCMA Omnye, kwaba reiterated ukuba iintlangaaniso dismissal ngu kugqitywa objectively kwaye ukuba resignation kufuneka yokugqibela resort.

Kwi-Beets v Ngezifundo ka-Port Elizabeth, yaba kufunyenwe ukuba iintlangaaniso dismissal ngomatshini kuphela ukuba yabasebenzi resigned ngenxa umqeshi ke harsh, antagonistic kwaye hostile ukuziphatha, kwaye omnye umzekelo kwaba igcine ukuba resignation kufuneka ascribed ngenxa yokuba prospect ka-waqhubeka imisebenzi waba intolerable.

Resignation akukho mfuneko yokuba ube yabasebenzi ke kuphela ndlela, kodwa imele ibe kuphela amanyathelo afanelekileyo khetho ukuze ibango lomthetho iintlangaaniso dismissal ukuba waphumelela. Kwimeko apho ezi zinto olwaphulo yi-umqeshi, yabasebenzi enokuba ukhetho nokuba ukuba aphelise nemvumelwano, okanye bamba i-umqeshi ukuba yayo contractual izibophelelo. Oko wenziwe ifumanise ukuba usebenzisa ikhompyutha nanguye nawuphi na umsebenzi we-umqeshi ke repudiation ka-imathiriyali ngokwemiqathango yecandelo nemvumelwano amounted ukuba iintlangaaniso dismissal. Oku repudiation ka-imathiriyali mimiselo aya kuquka ulwandiso ka-ngumqeshwa ngaphandle ahlawule emva umqeshi amava-mali iingxaki, okanye umqeshi ke unilateral reduction ka-yabasebenzi ke yomvuzo ingaba kanjalo kwanela ukuseka iintlangaaniso dismissal.

Akulunganga xa isenzo athathwa yi-umqeshi kanjalo ayikwazi eyiyo a olwaphulo kwaye babe isixa-mali kwi-iintlangaaniso dismissal.

Nangona kunjalo resignation ukuphepha a zoluleko enquiry ingaba na isixa-mali kwi-iintlangaaniso dismissal. Kwi-Van Der Riet v Leisure net Ltd Impilo Racquet Club, yabasebenzi resigned emva ekubeni ngempumelelo demoted njengesiphumo restructuring qeqesho. I-umqeshi ke ukusilela ukubonisana yabasebenzi kwi malunga nenkqubo yolawulo olumanyanisiweyo imfuza ye-demotion waba mbasa akulunganga, kwaye inike ukutya isiseko soluvo ibango ka-iintlangaaniso dismissal. A demotion kwelinye ityala kanjalo lungelelanisa ibango ka-iintlangaaniso dismissal Ngamanye imicimbi efana ngesondo ungcungcuthekiso, ezibangela ukuba yabasebenzi ke resignation, babe kanjalo eyiyo a iintlangaaniso dismissal. Ukusuka ngentla, kuya kuba ubonile ukuba le indawo iintlangaaniso dismissal ngu enobunzima kakhulu, kwaye kukho akukho nzima kwaye ngokukhawuleza imithetho. Ngamnye meko kufuneka kugwetywa kwi yayo merits, kwaye ngeli xesha kukho i onus umngcipheko kumaqhosha yabasebenzi kwi ekubeni ukuba kuvavanya i-dismissal, abaqeshi kufuneka kanjalo kubekho ngobukho zabo kwaye ukuziphatha ngendlela apho baya ukukhombisa u-abasebenzi. Umzekelo, ndiyivile ka iimeko apho i-umqeshi yenza unilateral tshintsha i-yomvuzo isakhiwo, ezifana ukutshintsha kwayo ukususela ngenyanga umvuzo, ezisisiseko kwaye ikhomishini qho ngonyaka, ngokulula ngenxa yabasebenzi ngu failing ukufikelela kokujoliswe kuko, ayikwazi eyiyo a iintlangaaniso dismissal. Abaqeshi abo unilaterally imposiso yorhwebo lwangaphakathi i isebenza ka-elifutshane kwi abasebenzi kufuneka kanjalo bathabathe qaphela ukuba oku unilateral intshukumo wonge imali ukuze olwaphulo, kusenokwenzeka iintlangaaniso dismissal ngokunjalo. Abaqeshi kwenza kulungile ukuthatha elinolwazi isemthethweni ingcebiso phambi kokuba isithethi kwi nawuphi na umcimbi ukuba abe ufumene i-kuchaphazela kwi imisebenzi isivumelwano ukuze uphephe faced kunye disputes ka-iintlangaaniso dismissal.