SB bule
Storyboard Text
- Roles and Rights of Employees
- Boss i can explain
- Jabu you drinking while you suppose to be on duty and you not doing your job.you are fired
- Roles and rights of the Union Organiser
- i have been dississed at workwithout being given any notice
- there is a union at work that we can talk to and will be able to assist state your case
- Roles and rights of the Union Organiser
- one of the workers belives that he was unfairly dissmossedwhere he was caught drinking outside of work premises and no warning has been received
- we as the Union we strive to protect employees by ensuring their rights in the workplace are protected
- Jabu who has been working for ABZ Company is facing charges of absenteeism, sleeping on the job and alcohol abuse in the workplace and was dismissed from work
- Roles and rights of trade union organiser
- JAbu should be allowed the opportunity to state case in response to the allegationsThe employee is entitled to a reasonable time to prepare the response and to the assistance of a trade union representative or fellow employee.
- no notice or even verbal warning given
- A colleague reminds Jabu that his not alone, he belongs to a trade union and he has to speak to someone about this matter
- Roles and rights of trade union organiser
- my decision is final i have been hearing alot about JAbu
- You shouldcommunicate the decision taken, and preferably furnish the employee withwritten notification of that decision
- Trade Unions are organisations that protect employees byensuring that their rights in the workplace are protected and reserved. TradeUnions aim to address any injustices in the workplace.
- Roles and rights of trade union organiser
- The ruling is not valid or reasonable
- the negotiator was able to prove that JAbu has been unfairlydismissed; the worker must be retrospectively reinstated
- Trade union have tried to get facts with the employee and agreed to act on behalf of the employeeto fight for his case
- The case of an unfair dismissal dispute a person has only 30 days from the date onwhich the dispute make an appearance is to refer the case to the CCMA orbargaining council for conciliation
- The Labour Relations Act: Section 7 guidelines in cases ofdismissal for misconduct states that any person who is determining whether adismissal for misconduct is unfair should consider· the employee was aware, or could reasonably havebeen expected to be aware, of the rule or standard
- the employee was not aware, or could reasonably have been expected to be aware, of the rule or standard
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