Summary Topic 8

Table of Contents
Topic 8: Dismissal for Misconduct ........................................................................................ 2

8.1 General Approach............................................................................................................ 2

8.2 Misconduct - Overview of Disciplinary Process. ............................................................. 2

8.3 Substantive Fairness. ...................................................................................................... 3
Substantive fairness: Contravention of the rule. ............................................................... 3
Substantive fairness: Validity and reasonableness of rule. .............................................. 4
Substantive fairness: Knowledge of the rule. .................................................................... 4
Substantive fairness: Consistency. ................................................................................... 5
Substantive fairness: Dismissal as an appropriate sanction. .................................... 5
Basic requirement: ............................................................................................................. 7

8.4 Procedural Fairness......................................................................................................... 7

8.5 Prescribed Cases............................................................................................................... 7

Rustenburg Platinum Mine v SA Equity Workers Association .............................................. 7

Schwartz v Sasol Polymers & Others.................................................................................... 8

Department of Home Affairs v Ndlovu ................................................................................... 8

Campbell Scientific Africa v Simmers.................................................................................... 9




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, Topic 8: Dismissal for Misconduct
8.1 General Approach.
o Previous common law approach for misconduct
o Termination
o Changes brought about by Labour Relations Act
o Misconduct is one of the three possibly fair reasons for dismissal
▪ But, like all dismissals, must be substantially and procedurally
fair.
o The LRA has strict rules with regards to substantive and procedural
fairness of dismissal for misconduct.
o Misconduct takes place with intentional/negligent breach of workplace rules.
o These rules show a close correlation with basic duties of all employees
▪ Late-coming
▪ Absenteeism
▪ Negligence
▪ Insubordination
▪ All types of dishonesty
▪ Violence
▪ Sexual harassment
o Principles regulating the fairness of dismissal for misconduct – Code of Good
Practice (Schedule 8)
o Employer may institute disciplinary rules – mostly in Disciplinary Codes
o Rules might be in a collective agreement or contract
o These are seen as guidelines and may deviate from these with good
reason.
o Progressive discipline
▪ Not all misconduct warrants dismissal
• Counselling
• Warnings
• Written warnings
• Final written warnings

8.2 Misconduct - Overview of Disciplinary Process.
o Stages
1. Incident followed by an investigation



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