Sample article: placeholder copy demonstrating the article pipeline. Replace before launch.
Every operator eventually faces it: a staff member who is late again, short on the till again, or gone for three days without a word. What you do next decides whether you fix the problem or fund a CCMA settlement.
Get the basics right before anything goes wrong
- A written contract for every employee, signed before day one.
- House rules that are actually communicated, not just filed.
- A record of every warning, conversation and incident, dated, factual and signed where possible.
The process itself
A fair process is boring on purpose. Verbal warning, written warning, final written warning, hearing. Each step documented, each step proportionate to the offence.
The CCMA does not ask whether the employee deserved dismissal. It asks whether the process was fair.
The mistakes that cost the most
Skipping straight to dismissal in anger. Hearings run by the person who laid the complaint. Vague charges. No interpreter when one was needed. Every one of these turns a justified dismissal into a payout.
