by Allardyce-Partners | Sep 14, 2018 | Articles, Labour Law, South African Law
Have You Been Unfairly Dismissed? As an employee, you have the right to not be unfairly dismissed. However, it is your responsibility to carefully read your employment contract and study the Labour Relations Act in order to understand your rights. The act applies to...
by Allardyce-Partners | Aug 24, 2018 | Articles, Labour Law, South African Law
How Labour Lawyers Can Help to Avoid Pitfalls with Employment Contracts Employers benefit from making use of labour lawyers regarding conflict resolution, compliance with the labour laws of the country, and for drafting of fair employment contracts, as well as...
by Allardyce-Partners | Aug 24, 2018 | Articles, Labour Law, South African Law
Post Judgment Media Summary The following explanatory note is provided to assist the media in reporting this case and is not binding on the Constitutional Court or any member of the Court. On 23 August 2018 at 10h00 the Constitutional Court handed down judgment in...
by Allardyce-Partners | Aug 24, 2018 | Articles, Labour Law, South African Law
Post Judgment Media Summary The following explanatory note is provided to assist the media in reporting this case and is not binding on the Constitutional Court or any member of the Court. On 26 July 2018 at 10h00, the Constitutional Court handed down judgment in an...
by Allardyce-Partners | Jun 27, 2018 | Articles, Labour Law, Legal Advice
Should You Sign a Restraint of Trade Agreement with an Employer? Restraint of trade entails an agreement wherein the employee agrees not to take employment at a competitor of the employer or to conduct or establish a business that competes with the employer upon the...
by Allardyce-Partners | Mar 27, 2018 | Articles, Labour Law
Why it is Important to Get Expert Labour Law Advice Regarding Employment Disputes Disputes over wages, allowable work hours, minimum notice periods, employment contracts, and more can often be resolved or even avoided without having to go to Court, the CCMA or a...
