Professional Documents
Culture Documents
Multiple-choice questions
20. A dismissal should only occur once the following has been
done. Identify the wrong answer?
(a) Dismissal for misconduct only happens if the employee is
undisciplined or badly behaved
(b)Dismissal is a measure of last resort
(c) Dismissal should always have a fair reason
(d)Apportioning blame to the employee is not applicable to
dismissal but only for incapacity
(e) A fair procedure
TRUE OR FALSE QUESTIONS
Case Study 1
Read the case study below and do the assignment.
The name Sue Exy seems vaguely familiar. As you read the letter your memory comes back.
She was the employee your colleague Randal, another department manager, told you about.
He mentioned that he is increasing the performance standards and that she became a victim
of the process.
As you read the letter your glasses start to fog up from the steamy content. Miss. Exy
described her short relationship with your colleague Randal Wild in a very candid way with
little left for the imagination. She confessed that after a month of the rollercoaster relationship,
she turned to her husband and in a moment of guilt she pored her heart out. Naïve Exy felt
sorry for his wife and they decided to work to restore their marriage.
During a romantic supper, Sue breaks the news to Randal who refuses to accept the fact.
Sue sticks to her commitments to her husband and rejected all further attention from Randal.
In her letter she stated that Randal started to call her in to discuss her (work) performance.
He accused her of poor and unsatisfactory performance and soon started to implement a
performance improvement programme. This was a complete surprise to Sue who felt that her
performance had improved since she had devoted her full attention to her work. When she
was dismissed for “blameless poor performance” she knew it had everything to do with her
ending the relationship with Randal.
Assignment
1. What alleged situation is described above?
2. Describe the procedure that you will follow, if any?
a. Do a benchmark of at least two company’s procedures to
deal with the above situation and recommend a procedure
for your company.
b. Who has the burden of proof in these situations?
c. Describe the different legal remedies available in the
above scenario?
3. Given the facts at face value, what decision will you make in
respect of Mr. Randal Wild and Sue Exy.
Case study 2
Read the case study below and do the assignment.
The Abundance Group (AG) acquired the major share in the Ailing Contact Centre Group (ACCG). There
are considerable synergies and current staff complement is estimated to reduce from the 2000 (AG-1500
and ACCG-500) to 1600. There is currently a full duplication of the managerial structures and only about
100 contact centre agents from the ACCG will be needed to serve the new customer base of AG.
You are called in and in a confidential discussion you are informed that you were identified, as the only
surviving manager from ACCG and your survival is dependent on the success of the project to integrate the
two businesses.
Assignment
1. Do a benchmark study of at least two companies on
retrenchment procedures and recommend a procedure to
follow? The procedure should provide for:
a. Consultation about the intention to retrench;
b. Selection criteria;
c. New structures;
d. Steps to mitigate the effect of the retrenchment;
e. The selection process;
f. Communication.
2. What advice will you give the top management?
3. What will you consult the unions about?
Case study 3
Read the case study below and do the assignment.
Ms Van der Boom developed the reputation of being unstable after tea breaks. Her case came
under your attention when she insulted a client. After investigation it appears that she was a
cannabis addict who practices her habit at work. Of more concern was the discovery that she
obtained the cannabis from Rusty, a paraplegic Rastafarian employee who sells it to other
employees as well. Rusty was very cooperative during the investigation and explains that he had
no religious objections to use it and that cannabis ‘cleanses the soul’; something the uptight
managers should discover for themselves. After all, working in a call centre is stressful with little
compensation to show for it. As a paraplegic he also has special needs, which are not sufficiently
provided for by the employer.
Assignment
1. Consult the Code of Good practice in the LRA, obtain two
policies from reputable employers and determine a strategy
how to deal with the situation in general.
2. What decision will you make in respect of Ms Van der Boom?
3. What decision will you make in terms of Rusty?
4. Will you lay criminal charges?
5. What will you do about the rest of the employees?
Case study 4
Read the case study below and do the assignment.
Mr. White is a Caucasian male with a tint of grey on his temples. He lodged a grievance because in
his opinion he is better qualified for the position of supervisor, where you recently appointed a
young, inexperienced Black lady with a pleasant demeanor, who has an easy rapport with the
younger employees. She does not know the work processes well, neither is her product knowledge
good. However, she has exceptionally good relationships with the employees who seem to follow
her leadership.
The specifications for the job as set out in the internal advertisement specifies that product
knowledge and system knowledge were essential and that managing people would be part of the
job. It did not specify any preference to previously disadvanced individuals.
Assignment
1. Research the relevant sections in the EEA. Obtain opinions
from experienced IR consultants and decide whether Mr.
White has a case.
2. Decide how you will deal with the situation.
3. What remedies will Mr. White have, if any?
4. What are the rights of the lady appointed in the job?