Back For Good – Or Bad
Skyways|October 2019
Reinstated employees can become untouchable.
Back For Good – Or Bad

The Labour Relations Act (LRA) requires arbitrators and judges to use reinstatement as the remedy of first resort when an employee has been unfairly dismissed. The requirement for reinstatement to be implemented is limited where:

• The dismissal was only procedurally unfair.

• The employee prefers not to be reinstated.

• Reinstatement would be intolerable or impractical.

Reinstatement means that the employee must be returned to the same job on the same terms and conditions as they existed before the dismissal. The arbitrator may in addition order the employer to pay the reinstated employee all remuneration and benefits accrued between the date of dismissal and the date of reinstatement.

Where the Commission for Conciliation, Mediation and Arbitration (CCMA) or court decides that the employee is to return to work, but not in the same job as before, it may order re-employment instead of reinstatement, as long as the new job contains suitable work.

この記事は Skyways の October 2019 版に掲載されています。

7 日間の Magzter GOLD 無料トライアルを開始して、何千もの厳選されたプレミアム ストーリー、9,000 以上の雑誌や新聞にアクセスしてください。

この記事は Skyways の October 2019 版に掲載されています。

7 日間の Magzter GOLD 無料トライアルを開始して、何千もの厳選されたプレミアム ストーリー、9,000 以上の雑誌や新聞にアクセスしてください。