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CASE LAW - THE PROFESSIONAL IMPACT OF GRIEVANCE PROCEDURES AND DISCIPLINARY ACTION ON THE WORKPLACE


In the workplace, a grievance refers to a formal complaint raised by an employee regarding a problem or issue they have encountered. This could involve a range of concerns, such as unfair treatment, discrimination, harassment, unsafe working conditions, or disagreements over terms of employment. Essentially, it's a way for employees to voice their dissatisfaction or concern about how they're being treated or about workplace conditions.


Grievance procedures are designed to ensure that employees have a clear, structured way to address their concerns and that these concerns are handled fairly and promptly. They help maintain a positive work environment by addressing problems before they escalate and ensuring that all employees are treated fairly.


Grievance procedures that escalate into disciplinary hearings can have several negative effects on the workplace. Here’s how they might impact the environment and dynamics:


Increased Tension and Conflict: When a grievance leads to a disciplinary hearing, it can heighten tension between the employee raising the grievance and the individuals involved, including management and coworkers. This can create a charged atmosphere that affects morale and productivity.


Reduced Trust in Management: Employees may perceive the disciplinary process as biased or unfair, especially if they feel that the grievance was not handled properly. This can erode trust in management and the organization’s commitment to fair treatment.


Impact on Team Dynamics: If a grievance involves conflicts between team members, a disciplinary hearing can exacerbate existing issues and create divisions within the team. This can lead to decreased cooperation and collaboration.


Legal and Financial Risks: Mishandling grievances and disciplinary actions can lead to legal disputes and potential financial costs for the organization, especially if the grievance involves allegations of discrimination or unfair treatment.


Case Law

In Nkgwang v CCMA and Others (C289/2019) [2021] ZALCCT 93 (1 December 2021) the labour court held that the dismissal was fair. A review application of a CCMA commissioner’s award regarding the dismissal of an employee, who worked as a Senior Technician at Eskom. The employee was dismissed for derogatory Facebook posts about his managers. He challenged the fairness of his dismissal on various grounds. The review application was dismissed as the commissioner’s award was found to be fair and well-reasoned. The various grounds raised by the employee did not provide a sufficient basis for overturning the award.


In the case of Mncedi Samuel Mkokeli v Bloomberg L P, the Labour Court dealt with an automatically unfair dismissal claim. Mkokeli, who was employed as a Senior Reporter by Bloomberg, alleged his dismissal was automatically unfair because it was linked to his lodging a grievance and referring an unfair labour practice claim.


Claim of Automatically Unfair Dismissal:

  • Mkokeli claimed his dismissal was automatically unfair under section 187(1)(d) of the Labour Relations Act (LRA), arguing that it was due to his grievance and CCMA referral.

  • The court found that lodging a grievance is not a right conferred by the LRA, hence not protected under section 187(1)(d).

  • However, referring a dispute to the CCMA alleging an unfair labour practice does invoke a right under the LRA. Yet, the court found that the dismissal was not linked to this referral.


Evidence and Findings:

  • The dismissal was found to be for misconduct, specifically breaches of Bloomberg's social media policy, which were identified through an internal investigation before the CCMA referral.

  • The delay between the CCMA referral and the dismissal undermined the claim that the dismissal was a direct result of exercising the right to refer the unfair labour practice.


Outcome:

  • The court ruled that Mkokeli’s dismissal was not automatically unfair.

  • The claim of unfair dismissal related to misconduct was dismissed due to lack of jurisdiction, as such matters should be arbitrated, not adjudicated by the Labour Court.

 

In summary, the handling of grievances and their potential escalation into disciplinary hearings has significant implications for the workplace. Effective grievance procedures are crucial for addressing issues before they escalate, maintaining a positive work environment, and upholding fair treatment for employees. However, when grievances lead to disciplinary actions, the workplace can experience heightened tension, reduced trust in management, and potential negative impacts on team dynamics and legal risks.



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