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Membership Of The Guardian Employers' Organisation (GEO)

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Published on Wednesday, 04 April 2012 16:44
Written by Andre Rabie
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The Labour Relations Act 66 of 1995 establishes clear guidelines regarding representation at the Commission for Conciliation, Mediation and Arbitration (CCMA). Employers are not permitted to be represented by a legal practitioner or consultant in mediation or arbitration proceedings. The Act allows employers to appear on their own, or to be represented by an employee (Manager), or by an Official of an Employers' Organisation.

The GEO is an employers' organisation registered in terms of the Labour Relations Act.

The GEO provides its members with a full labour law service that includes representation at the CCMA, Labour Court (LC) and Labour Appeal Court (LAC).

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Labour Relations Assistance for Employers

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Published on Tuesday, 03 April 2012 16:38
Written by Andre Rabe
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The Guardian Employers Organisation (GEO) provides employers with the most complete Labour Law service available.

 

Services are provided nationally to all business irrespective of their size or sector. Members range from employers in security, cleaning, mining, chemical, maintenance, publishing, distribution, transport, manufacturing, and many other industries.  

 

Comprehensive Outsourcing

The GEO is the only employers' organisation that provides a comprehensive IR, HR and Labour Law outsource function focused on the specific requirements of each individual member.

 

Software

The GEO has partnered with Lexis Nexis legal publications and now provides an online Labour Relations management system that assists employers with advice, procedures and documentation. Contact Lexis Nexis by selecting the Lexis Nexis link: Lexis Nexis

Depression

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Published on Wednesday, 04 April 2012 16:37
Written by Andre Rabie
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Strydom v Witzenberg Municipality

(2008) 17 LC 1.11.47

Can an employee be dismissed for depression? Simply put, yes. Depression is recognized as a disease and as such, if a person becomes incapacitated as a result, the employment contract may ultimately be terminated. A proper procedure must however be followed. The extent of the illness and duration needs to be determined. The employer is obliged to seek alternatives and possibly consider amending employment conditions to assist the employee. Dismissal is a last resort and only after complying with the procedures in Schedule 8 of the LRA.

 

Withdrawing a resignation

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Published on Wednesday, 04 April 2012 16:15
Written by Andre Rabie
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SACWU obo Sithole and Afrox Gas Equipment Factory (Pty) Ltd

(2006) 16 MEIBC 7.1.4

The applicant employee resigned after 17 years of service. He had apparently decided to take up a position elsewhere with better prospects.

He submitted his resignation on the 11th of March 2005 in writing, thanking the company for the time that he had spent there. On the 30th of March, he sent another letter stating that he was withdrawing his resignation. The reason for his decision was that he had not realised that he was still indebted to the company for a study bursary that they had assisted him with. The terms of the bursary required that he repay the balance of the bursary on his departure.

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