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- Slide: 1
- Exploring internal workplace conflicts and resolution in a unionized environments.
- 222270519Andile Ande Noqhamza
- Slide: 2
- An argument between two colleagues, resulting in violence and property damage.
- why did you break the window?, it was just an argument!.
- You were disrespectful, and i had to make a point!.
- Slide: 3
- This is a serious offense, Damaging company property and engaging in violence cannot be ignored.
- I'm a union representative, you can't just fire me.
- HR begins internal investigation to determine the severity of the misconduct.
- Slide: 4
- The union's attempt to shield the shop steward from dismissal based on their position is debated.
- The act of violence and damage to property is a gross misconduct and must be handled fairly.
- No employee is above the law, even if they hold positions.
- Our shop steward should be treated differently given their role in the union.
- Slide: 5
- The disciplinary process ends with the fair dismissal of the shop steward , emphasizing that no employee is immune to justice
- Given the seriousness of the offense, dismissal is warranted. The union position does not grant immunity from disciplinary action.
- We'll accept the decision, though we believe there was bias.
- Slide: 6
- References and sources
- The case of MEWUSA obo Ndaba vs Boiler cleaning services (2008, 1 BALR 5)labor relations act particularly schedule 8, which outlines code of good practice on Dismissal, stating that willful damage to the property of the employer is considered serious misconduct that can justify dismissal, especially if the damage is significant or intentional.
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