ALERT EMPLOYMENT LAW - Cliffe Dekker Hofmeyr
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8 MARCH 2021
EMPLOYMENT
LAW
ALERT
Passing the buck: Reminder of employer
IN THIS obligations in cases of sexual harassment
ISSUE Sexual harassment has been described by our courts as “the most
heinous misconduct that plagues a workplace - not only is it
demeaning to the victim, it undermines the dignity, integrity and
self-worth of the employee harassed”.
The knock-on effect of national minimum wage
increase on the farming industry
On 8 February 2021, the Minister of Employment and Labour gazetted
an increase in the national minimum wage (NMW) from R20,76 to
R21,69 effective from 1 March 2021.
Can employers discipline employees for conduct
outside of the workplace that involves recklessly
exposing themselves to COVID-19?
There is no doubt that the COVID-19 pandemic has had a profound
impact on the workplace, and it brings with it new challenges,
particularly when it comes to the unique relationship which exists
between an employer and an employee.
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For more insight into
our expertise and
services
EMPLOYMENT LAW
Passing the buck: Reminder of
employer obligations in cases of
sexual harassment
Sexual harassment has been described The employee was also informed that
The employee in by our courts as “the most heinous the employer could not investigate her
misconduct that plagues a workplace - grievance because the shop stewards’
question was a shop not only is it demeaning to the victim, meeting was not approved.
steward of her trade it undermines the dignity, integrity and
The employee referred a dispute to
union. She attended self-worth of the employee harassed”.
the CCMA.
a shop stewards’ This is indeed true, and employers must
be cognisant of their duty to take action During the arbitration proceedings, the
meeting during against culprits of sexual harassment. Commissioner found that there was prima
working hours at her facie evidence that the sexual harassment
In a recent case of Public Servants
employer’s premises. Association of South Africa obo
had occurred and that, sadly, the employer
failed to investigate the grievance. The
AG/Department of Agriculture, Land
Commissioner referred to the employer’s
Reform and Rural Development [2021]
sexual harassment policy which applied
1 BALR 76 (CCMA), the employer was
to all employees. As such, the employer
reminded of the consequences of failing to
(and not the trade union) was obliged to
take action in cases of sexual harassment.
investigate the grievance on the basis that
The employee in question was a shop the perpetrator and victim were employees
steward of her trade union. She attended when the incident occurred and, further,
a shop stewards’ meeting during working the incident occurred on the employer’s
hours at her employer’s premises. During premises while they were both on duty.
the meeting, the employee was exposed
The Commissioner confirmed that it
and subjected to an obscene act of sexual
was irrelevant whether or not the shop
harassment. After leaving the meeting,
stewards’ meeting was authorised.
the employee lodged a formal grievance
of sexual harassment in terms of the The Commissioner found that the
employer’s grievance policy, which applied employer’s failure to investigate the
to all employees of the employer. grievance of sexual harassment rendered
the employer liable in terms of section 60
When the employee followed up on the
of the Employment Equity Act 55 of 1998
status of her grievance, she was informed
(EEA). This section provides that, amongst
that the employer was unable to assist
others, an employer which fails to
with her grievance because the incident
take the necessary steps to eliminate
took place between the employee (a union
contraventions of the EEA, is deemed also
member) and a fellow union member,
to have contravened that provision of the
while they were fulfilling the interests of
EEA. In this regard, sexual harassment
the union. The employee was therefore
constitutes unfair discrimination in
advised to refer the grievance to her
terms of section 6(3) of the EEA and is
trade union.
accordingly a contravention thereof.
2 | EMPLOYMENT LAW ALERT 8 March 2021
EMPLOYMENT LAW
Passing the buck: Reminder of
employer obligations in cases of
sexual harassment...continued
The relevant case law confirming an Employers are reminded of their duties
The relevant case employer’s duty to prevent discriminatory to take all necessary steps to address and
practices in the workplace was also eliminate breaches of the EEA, including
law confirming an relied upon. sexual harassment. Employers must also
employer’s duty to ensure compliance with their grievance
The Commissioner concluded that the
prevent discriminatory employee had suffered sexual harassment
and/or sexual harassment policies. Where
employers fall short in this regard, the EEA
practices in the in terms of section 6(3) of the EEA. The
provides that they will be deemed also to
workplace was also employer was, as a result, ordered to pay
have contravened the EEA and may face
the employee 10 months compensation.
relied upon. liability as a result.
In addition, the employer was ordered
to take steps to prevent the same unfair
Sean Jamieson and Shandré Smith
discrimination against the employee, or
similar practice occurring again in respect
of other employees within 14 days of the
award being received.
SEXUAL HARASSMENT The purpose of our ‘Sexual Harassment
in the Workplace – Including the
IN THE WORKPLACE Virtual World of Work’ Guideline, is
to empower your organisation with
Including the virtual a greater understanding of what
world of work constitutes sexual harassment, how to
identify it and what to do it if occurs.
A GUIDE TO MANAGING CLICK HERE TO ACCESS
THE GUIDELINE
SEXUAL HARASSMENT
3 | EMPLOYMENT LAW ALERT 8 March 2021
EMPLOYMENT LAW
The knock-on effect of national
minimum wage increase on the
farming industry
On 8 February 2021, the Minister of expected, and generally improved
Concerns have been Employment and Labour gazetted wages for workers. It is unclear whether
an increase in the national minimum these findings were industry specific or
expressed that this wage (NMW) from R20,76 to R21,69 generalised across the working population.
will adversely impact effective from 1 March 2021. Previously,
In the event that an employer is unable
on jobs in a bid by the prescribed NMW for farmworkers
to pay the said rate, they may apply for
employers to drive was R18,69 per hour. This has been
an exemption from paying the prescribed
increased to R21,69, an adjustment of
down production costs. about 16%. This increase has largely
rates, in terms of section 15(1) of the
National Minimum Wage Act. The
been described by the agricultural
exemption application must be lodged on
sector as drastic.
the National Minimum Wage Exemption
“Wage” refers to the amount of money System and may only be granted if
paid or payable to a worker in respect (i) the delegated authority is satisfied
of ordinary hours of work or, if they are that the employer cannot afford to
shorter, the hours a worker ordinarily pay the minimum wage; and (ii) every
works in a day or a week. Concerns have representative trade union representing
been expressed by key industry players one or more of the affected workers has
that this will adversely impact on job been meaningfully consulted or, if there is
security as employers seek to drive down no such trade union, the affected workers
production costs. They are adamant that have been meaningfully consulted.
it will be impossible for the industry to
Exemption from paying the NMW may be
absorb increased levels of remuneration.
granted for a period not exceeding one
Some trade unions in the sector have
year. The exemption must specify the
gone as far as saying that if farmers cannot
wages the employer will be required to
produce food affordably and employ
pay the workers, and any other relevant
agricultural workers on a large scale,
condition. An exemption would only be
there will be a food crisis and large-scale
considered if the employer confirmed
social upheaval as food insecurity and
compliance with applicable statutory
unemployment start to take root.
payments and obligations, including
On 24 February 2021, during a briefing but not limited to the Unemployment
before the Portfolio Committee on Insurance Fund, the Compensation Fund
Employment and Labour on the and any applicable Bargaining Council
adjustment of the national minimum wage, Main Collective Agreement.
the National Minimum Wage Commission
Accordingly, to the extent that employers
submitted that research findings and the
are of the view that they cannot afford the
Annual Labour Force Survey revealed no
increased NMW rates, they have recourse
negative impact on employment, including
of applying for an exemption.
job losses, as a result of the introduction
of the national minimum wage in 2019.
Phetheni Nkuna and
Instead, the NMW had led to a statistically
Mthokozisi Zungu
significant increase, albeit smaller than
4 | EMPLOYMENT LAW ALERT 8 March 2021
EMPLOYMENT LAW
Can employers discipline employees
for conduct outside of the workplace
that involves recklessly exposing
themselves to COVID-19?
There is no doubt that the COVID-19 It is a long-established principle in labour
It is a long-established pandemic has had a profound impact on law, that a transgression of the employer’s
the workplace, and it brings with it new health and safety policies and procedures,
principle in labour law, challenges, particularly when it comes will lead to disciplinary action and may
that a transgression of to the unique relationship which exists justify the termination of the transgressing
the employer’s health between an employer and an employee. employee’s employment.
and safety policies Due to the unique and unprecedented The question of whether employers have
and procedures, will times we have found ourselves, employers the right to discipline employees for
are required to adhere to the Occupational reckless (or even unlawful) conduct such
lead to disciplinary
Health and Safety Act 85 of 1983 (OHSA) as failing or refusing to wear a face mask
action and may justify read with its regulations. In terms of the in a public setting or on public transport,
the termination of OHSA, employers are required to provide and consequently potentially exposing
the transgressing and maintain as far as is reasonably themselves to the highly infectious
practicable a working environment that coronavirus disease “outside of the
employee’s is safe and without risks to the health of workplace” arises.
employment. workers and to take such steps as may
This question is pertinent to the high
be reasonably practicable to eliminate or
likelihood of the employer suffering
mitigate the hazard or potential hazard of
reputational damage, if the employee’s
the Coronavirus.
conduct can be traced back to the
The OHSA further requires employers, to employer, or the respective employee
ensure, as far as is reasonably practicable, potentially contracting the virus and
that all persons who may be directly causing the spread thereof within
affected by their activities (such as the workplace.
customers, clients or contractors and their
It is important, however, at this stage
workers who enter their workplace or
to distinguish between an employee
come into contact with their employees)
becoming sick in the ordinary course and
are not exposed to hazards to their
an employee who intentionally flouts the
health or safety. Non-compliance by
preventative measures put in place by
employers in this regard could result in
the South African Government in order
the employer facing hefty consequences
to curb the transmission of COVID-19.
such as fines, legal action that could lead
There is no general duty on any employee
to imprisonment, and shutdown orders,
to avoid getting sick in the ordinary
depending on the nature and severity of
course. However, in terms of Government
the transgression.
regulation, it is an offence to, for example,
not wear a face mask in public.
5 | EMPLOYMENT LAW ALERT 8 March 2021
EMPLOYMENT LAW
Can employers discipline employees
for conduct outside of the workplace
that involves recklessly exposing
themselves to COVID-19?...continued
Generally, disciplining employees for justified disciplinary action even though
Generally, disciplining misconduct outside of the workplace as she had used her personal computer whilst
a whole is usually not as straight forward on leave and outside the ambit of her
employees for as it may seem. The general rule in these working hours or workplace. The test that
misconduct outside circumstances is that actions performed the court applied in this case was whether
of the workplace as a outside of the workplace and working this misconduct affected the employment
hours are beyond the scope of the relationship and not whether the conduct
whole is usually not as
employer’s disciplinary authority. This is at issue was covered by the employment
straight forward as it based on the premise that the private lives contract. It is clear that in order to take
may seem. of employees are usually of no concern to disciplinary action against an employee for
their employers and resultantly employers misconduct outside of the workplace it is
have no right to dictate the conduct sufficient if the employer can establish that
of employees outside of their working it has a legitimate interest in such conduct
hours. However, disciplinary action for an and that the conduct in question affects
employee’s extramural conduct may be the employment relationship. Moreover in
justified in certain circumstances, namely the 2005 case of Tibett & Britten (SA) (Pty)
when a connection can be established Ltd v Marks & others (2005) 26 ILJ 940 (LC),
between the extramural misconduct of the the court found that there is a standard of
employee and the negative impact that this ethical behaviour that the employer does
conduct has on the employer’s business or not need to remind the employee about
the employment relationship. and even if the misconduct is not included
in the disciplinary code, the employee
There are a number of cases that support
could still be disciplined for misconduct.
this stance. In the most recent case of
Edcon v Cantamessa (2020) 41 ILJ 195 The above principles can similarly be
(LC) the court held that the posting of a applied within the context of COVID-19 in
racist comment on Facebook by a senior the workplace.
employee whose Facebook page identified
her as an employee of the employer,
EMPLOYMENT REVIVAL GUIDE
Alert Level 1 Regulations
On 28 February 2021, the President announced that the country would move to Alert Level 1 (AL1) with effect from
28 February 2021. AL1 of the lockdown is aimed at the recommencement of almost all economic activities.
CLICK HERE to read our updated AL1 Revival Guide.
Compiled by CDH’s Employment law team.
6 | EMPLOYMENT LAW ALERT 8 March 2021
EMPLOYMENT LAW
Can employers discipline employees
for conduct outside of the workplace
that involves recklessly exposing
themselves to COVID-19?...continued
Besides employers’ obligations to provide a Dealing with misconduct out of the
All things considered, safe working environment for employees, workplace is difficult
there is a dual responsibility on employees
the challenge is to also comply with these standards.
All things considered, the challenge is
describing the Therefore, by potentially exposing
describing the misconduct outside the
workplace and framing the charges
misconduct outside the oneself to COVID-19, in contravention of
because most disciplinary codes focus
the established legislative preventative
workplace and framing on misconduct perpetrated at work
measures, will be in contravention of the
the charges because ethical behaviour that the employer need
and hardly cover misconduct out of the
workplace. To overcome this challenge
most disciplinary codes not remind the employee about in terms of
the employer must prove that the rule
focus on misconduct taking reasonable precautions to curb the
the employee broke is so obvious and
spread of the coronavirus.
perpetrated at work and well-known that there was no need to
hardly cover misconduct Moreover, the fact that the employee’s communicate it. Alternatively, it is advisable
conduct may result in a potential outbreak that the employer provides for such in
out of the workplace. at the place of business would naturally the disciplinary code that employees can
concern an employer, who not only has a be disciplined for external misconduct in
statutory duty to ensure a safe and healthy relation to employees acting unlawfully
working environment, but will also be and thus exposing themselves to
concerned with productivity of employees, COVID-19 because of the huge risk this
unplanned payment of sick leave or even poses to the business of the employer as
death of vulnerable employees and the well as health and safety of employees
economic risk of having to shut down the and the general public. The employer
place of business. should inform employees that they are
free to do as they please when they leave
work, but that they should continue to
act in accordance with the law and not
act in a manner that will negatively affect
their job or the health and safety of fellow
employees outside of the workplace.
Michael Yeates, Kgodisho Phashe
and Shanna Eeson
7 | EMPLOYMENT LAW ALERT 8 March 2021
AN EMPLOYER’S GUIDE FOR A COPY OF THE CDH
EMPLOYMENT PRACTICE
GUIDE, CLICK HERE
TO MANDATORY WORKPLACE VACCINATION POLICIES
COVID-19 WORKPLACE HEALTH AND
SAFETY ONLINE COMPLIANCE TRAINING
Information. Education. Training.
We have developed a bespoke eLearning product for use on your
learning management system, that will help you strengthen your
workplace health and safety measures and achieve your statutory
obligations in the face of the COVID-19 pandemic.
To purchase or for more information contact OHSonlinetool@cdhlegal.com.
CDH’S COVID-19
RESOURCE HUB
Click here for more information
A CHANGING CASE LAW
UPDATE 2020
WORK ORDER
CLICK HERE to access CDH’s 2020 Employment Law booklet, which will
assist you in navigating employment relationships in the “new normal”.
8 | EMPLOYMENT LAW ALERT 8 March 2021
EMPLOYMENT
RETRENCHMENT GUIDELINE
CLICK HERE for the latest thought leadership and explanation
of the legal position in relation to retrenchments, temporary
layoffs, short time and retrenchments in the context of
business rescue.
2021 RESULTS
CHAMBERS GLOBAL 2014 - 2021 ranked our Employment practice in Band 2: Employment.
Aadil Patel ranked by CHAMBERS GLOBAL 2015 - 2021 in Band 2: Employment.
Fiona Leppan ranked by CHAMBERS GLOBAL 2018 - 2021 in Band 2: Employment.
Gillian Lumb ranked by CHAMBERS GLOBAL 2020 - 2021 in Band 3: Employment.
Imraan Mahomed ranked by CHAMBERS GLOBAL 2021 in Band 2: Employment.
Hugo Pienaar ranked by CHAMBERS GLOBAL 2014 - 2021 in Band 2: Employment.
Michael Yeates ranked by CHAMBERS GLOBAL 2020 - 2021 as an up and coming employment lawyer.
Our Employment practice is ranked as a Top-Tier firm in THE LEGAL 500 EMEA 2020.
Fiona Leppan is ranked as a Leading Individual in Employment in THE LEGAL 500 EMEA 2020.
Aadil Patel is recommended in Employment in THE LEGAL 500 EMEA 2020.
Gillian Lumb is recommended in Employment in THE LEGAL 500 EMEA 2020.
Hugo Pienaar is recommended in Employment in THE LEGAL 500 EMEA 2020.
Michael Yeates is recommended in Employment in THE LEGAL 500 EMEA 2020.
Jose Jorge is recommended in Employment in THE LEGAL 500 EMEA 2020.
Imraan Mahomed is recommended in Employment in THE LEGAL 500 EMEA 2020.
POPI AND THE EMPLOYMENT LIFE CYCLE:
THE CDH POPI GUIDE
The Protection of Personal Information Act 4 of 2013 (POPI) came into force on 1 July
2020, save for a few provisions related to the amendment of laws and the functions of
the Human Rights Commission.
POPI places several obligations on employers in the management of personal and
special personal information collected from employees, in an endeavour to balance the
right of employers to conduct business with the right of employees to privacy.
CLICK HERE to read our updated guide.
9 | EMPLOYMENT LAW ALERT 8 March 2021
OUR TEAM
For more information about our Employment Law practice and services, please contact:
Aadil Patel Thabang Rapuleng Anli Bezuidenhout
National Practice Head Director Senior Associate
Director T +27 (0)11 562 1759 T +27 (0)21 481 6351
T +27 (0)11 562 1107 E thabang.rapuleng@cdhlegal.com E anli.bezuidenhout@cdhlegal.com
E aadil.patel@cdhlegal.com
Jose Jorge Hedda Schensema Sean Jamieson
Director Director Senior Associate
T +27 (0)21 481 6319 T +27 (0)11 562 1487 T +27 (0)11 562 1296
E jose.jorge@cdhlegal.com E hedda.schensema@cdhlegal.com E sean.jamieson@cdhlegal.com
Fiona Leppan Michael Yeates Asma Cachalia
Director Director Associate
T +27 (0)11 562 1152 T +27 (0)11 562 1184 T +27 (0)11 562 1333
E fiona.leppan@cdhlegal.com E michael.yeates@cdhlegal.com E asma.cachalia@cdhlegal.com
Gillian Lumb Mohsina Chenia Jaden Cramer
Director Executive Consultant Associate
T +27 (0)21 481 6315 T +27 (0)11 562 1299 T +27 (0)11 562 1260
E gillian.lumb@cdhlegal.com E mohsina.chenia@cdhlegal.com E jaden.cramer@cdhlegal.com
Imraan Mahomed Faan Coetzee Jordyne Löser
Director Executive Consultant Associate
T +27 (0)11 562 1459 T +27 (0)11 562 1600 T +27 (0)11 562 1479
E imraan.mahomed@cdhlegal.com E faan.coetzee@cdhlegal.com E jordyne.loser@cdhlegal.com
Bongani Masuku Jean Ewang Tamsanqa Mila
Director Consultant Associate
T +27 (0)11 562 1498 M +27 (0)73 909 1940 T +27 (0)11 562 1108
E bongani.masuku@cdhlegal.com E jean.ewang@cdhlegal.com E tamsanqa.mila@cdhlegal.com
Phetheni Nkuna Avinash Govindjee
Director Consultant
T +27 (0)11 562 1478 M +27 (0)83 326 5007
E phetheni.nkuna@cdhlegal.com E avinash.govindjee@cdhlegal.com
Hugo Pienaar Riola Kok
Director Professional Support Lawyer
T +27 (0)11 562 1350 T +27 (0)11 562 1748
E hugo.pienaar@cdhlegal.com E riola.kok@cdhlegal.com
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PLEASE NOTE
This information is published for general information purposes and is not intended to constitute legal advice. Specialist legal advice should always be sought in
relation to any particular situation. Cliffe Dekker Hofmeyr will accept no responsibility for any actions taken or not taken on the basis of this publication.
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