LEGAL PRACTITIONERS and Other Service Providers!

1 hour Response Time

WELCOME. SIYAKWAMUKELA.
WAMKELEKILE. WELKOM.


This is your FIRST STEP if you are looking for legal or professional support. We:

  • Guarantee a response within 1 working hour,
  • Are uncomplicated, friendly and professional,
  • Our fees are sensitive to the South African economy,
  • Have a team of professionals in all major Cities,
  • Function with integrity, attention to detail and are objective driven,
  • Use technology, innovation and internal processes to streamline your experience,
  • Strive to improve the sector we operate in.

 

SERVICES | AMASEVISI


In our ‘team’ we have Legal Practitioners (Lawyers & Attorneys) and other Professionals who offer parallel solutions. Our website menu items LEGAL PRACTITIONERS and OTHER PROFESSIONALS offer a summary of services and will help you decide which type of service provider to use. Please review both pages. Afterwards, if you are still not sure who to use please ask for guidance using the Immediate Action Form on the Contacts Page.

 

FREE OR FEE? SIMAHLA OKANYE UHLAWULE?


For free services you could engage with an organization such as legal-aid.co.za or visit justice.gov.za for free information. Depending on your issue any of the following organizations might be appropriate and mandated to help for free:

  • The National Consumer Commission,
  • CGSO,
  • CCMA,
  • Housing Tribunal,
  • For insurance or banking issues, you should contact the appropriate ombudsman.

If you are looking to hire a Professional we guarantee that the fees quoted will be reasonable and you will not be charged anything until you have accepted a quote or entered into an engagement letter. Payment options will be communicated and might include hourly, per project, fixed rate or retainer. See a Cost Guideline HERE. The use of a Legal Practitioner or Court should be engaged with only once you have exhausted all amicable and free options, or if the matter at hand needs legal guidance and an expert to expedite a solution.


E-CONSULTS


An E-Consult is an effective way to receive expedited support for select, once off or ad hoc matters. Please visit the menu item for more information on this process. CLICK HERE

 

OPERATIONAL DAYS & TIMES


South African Working days. No public holidays.

  • Monday-Thursday from 09h00-13h00 and 14h00-16h00.
  • Friday 09h00-13h00.

E-BOOKINGS

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Disciplinary Hearings


In South Africa, disciplinary hearings are governed by labour laws to ensure fair treatment of employees and employers. Here’s a simple and friendly guide on how they work:

  1. Purpose:
    o Disciplinary hearings address allegations of misconduct or poor performance by an employee. They ensure that any disciplinary action taken is fair and justified.
  2. Legal Framework:
    o The Labour Relations Act (LRA) provides guidelines on how disciplinary hearings should be conducted, emphasizing fairness and due process.
  3. Notice of Hearing:
    o Notification: The employee must receive a written notice detailing the charges against them, the date, time, and venue of the hearing, and their rights during the hearing. This notice should be given well in advance, typically at least 48 hours before the hearing.
    o Rights: Employees have the right to be represented by a fellow employee or a union representative, to present evidence, and to call witnesses.
  4. Conducting the Hearing:
    o Impartial Chairperson: An impartial person, often a manager not involved in the incident, chairs the hearing to ensure fairness.
    o Presentation of Case: The employer presents the case first, outlining the allegations and presenting evidence. The employee then has the opportunity to respond, present their evidence, and call witnesses.
    o Questioning: Both parties can question each other’s witnesses to clarify facts and challenge the evidence.
  5. Deliberation and Decision:
    o Review of Evidence: After both sides have presented their cases, the chairperson reviews all the evidence and testimonies.
    o Decision: The chairperson makes a decision based on the balance of probabilities. If the employee is found guilty, the chairperson decides on the appropriate disciplinary action, which could range from a warning to dismissal, depending on the severity of the misconduct.
  6. Outcome and Appeal:
    o Notification: The employee is informed of the decision and the reasons for it in writing.
    o Right to Appeal: Employees have the right to appeal the decision if they believe the process was unfair or the punishment too harsh. The appeal should be lodged within a reasonable time frame, as specified by company policy.
  7. Compliance:
    o The disciplinary process must comply with the principles of natural justice and the LRA. Failure to follow proper procedures can lead to claims of unfair dismissal, which the Commission for Conciliation, Mediation, and Arbitration (CCMA) may adjudicate.

In summary, disciplinary hearings in South Africa are structured to ensure fairness and transparency. Employees are given a chance to defend themselves, and decisions are made impartially, with the right to appeal if necessary. This process helps maintain a fair and just workplace.

The information on this page is not legal advice. Please engage with our team so we can assign your request to a Legal Practitioner. We look forward to being of service.

Disciplinary Hearings