Your video's are so informative... I've had a hearing a few weeks ago, My Director lied & I'm so glad I had all evidence to prove otherwise, I went into this fight with all I had. I made sure I was well versed with the constitution & labour relations act. I don't know how I had the strength to fight for myself, but I did Thanks for your excellent work. I still have my job, this is the women who didn't back down.
Hello Kaiya Thank you for the wonderful compliments! Your case is a good example of why we take the time to make these videos - so that we can help members of the public to stand up for their rights. Well done to you! We are all better off when we defend each other's rights. Aslam Moolla
@@thomasmahlangu4119 Thank you. We specialize in CCMA Unfair Dismissal and Unfair Labour Practice in South Africa. This video explains that. We also cover disciplinary hearings in terms of the Labour Relations Act.
I am attending hearing tomorrow for sexual harassment, this is my case I have proposed to my staff during her time off work and the conversation was on voice note. We never had any relationship there for I left the matter behind. Now she is bringing that voice note to accuse me of harassment because as a manager I refused to give her a transfer. Is this legal because I have not seen it in my contract?
I need more videos like this. I studied with unisa so I learn much from you. I appreciate your composure when you share legal knowledge it's so clear and coherent.
Hello Nene Thank you for the compliment. Much appreciated. If you need to ever chat to us, we can be reached on our office line: 031 942 8863 All the best with your studies! Aslam Moolla Legal Leaders SA
Hello Zireena We specialize in Labour Law, Family Law and Commercial Litigation. If you would like some guidance though - you welcome to email us at law@legal-leaders.co.za All the best! Aslam
Hello Rehaaz Thank you for the positive feedback. We appreciate it. The best approach we would recommend is for this person to look at the situation from an objective perspective. Meaning write down the facts on a piece of paper and look at what is true vs what is not true. And then also look at what evidence is available to prove the facts. Once they have done that, they will be in a better position to respond. The most important thing is to remain calm and focused. Otherwise it will affect your ability to present a valid response. This person is also welcome to contact us for an appointment - where we can go through the details together with him and help him with a defence. To contact us, please email on: law@legal-leaders.co.za Hope this helps! Aslam Moolla Attorney at Law
If you have been through an hearing and a chairperson recommended a final written warning and your employer chsnged it to a dismissal do you have a case at ccma
But i have always assumed previous consistent statements are only utlized in exceptional cases. I guess in this instant the previous consistent statement becomes relevant and therefore admissible.
Hi sir , if I was racially abused at work and I left it for few days then just snapped one day and warned the guy not to use derogatory comments toward me and he proceeds and then I have a physical altercation with him but not that serious no one gets hurt really , then I have hearing , what are the chances I could get fired for reacting physically towards a verbal abuser ? Is there a chance I could keep my job and possibly sign a warning rather then losing my job ?
Hello Fagan Is this for a disciplinary hearing or a CCMA case? Because you will need to show evidence of the victimization at work This can be in the form of witnesses or emails.
It is for a hearing today at 3. And I wont have witnesses because all the guys working with us are xhosa guys , they never going to stand and tell the truth against one of there own , that means either way im screwed . There how ever video footage of the fight , and in the video I first go around to warn him to stop racially abusing me then I walk back to my work station , could that be form of evidence ?
@@faganmorgan576 Yes that could work. We suggest that you watch our video on how to prepare for a disciplinary hearing as soon as possible. It is available on our UA-cam channel
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![[L128] CCMA Settlement Agreements Explained for unfair retrenchment and unfair dismissal](/img/n.gif)
Your video's are so informative...
I've had a hearing a few weeks ago, My Director lied & I'm so glad I had all evidence to prove otherwise, I went into this fight with all I had. I made sure I was well versed with the constitution & labour relations act.
I don't know how I had the strength to fight for myself, but I did
Thanks for your excellent work.
I still have my job, this is the women who didn't back down.
Hello Kaiya
Thank you for the wonderful compliments!
Your case is a good example of why we take the time to make these videos - so that we can help members of the public to stand up for their rights.
Well done to you!
We are all better off when we defend each other's rights.
Aslam Moolla
👏👏👏👏
@@thomasmahlangu4119 Thank you. We specialize in CCMA Unfair Dismissal and Unfair Labour Practice in South Africa. This video explains that. We also cover disciplinary hearings in terms of the Labour Relations Act.
@@legalleaderssouthafricanla7309 Hi Aslam, must cross examinations be from their statements or can I also drive their witness to my truth?
I am attending hearing tomorrow for sexual harassment, this is my case I have proposed to my staff during her time off work and the conversation was on voice note. We never had any relationship there for I left the matter behind. Now she is bringing that voice note to accuse me of harassment because as a manager I refused to give her a transfer. Is this legal because I have not seen it in my contract?
Great insight and invaluable assitance. Well done on enriching the employee knowledge, when it comes to the CCMA!
Hello Nick
Thank you for the positive feedback! Much appreciated
Cheers,
Aslam Moolla
Legal Leaders SA
I need more videos like this. I studied with unisa so I learn much from you. I appreciate your composure when you share legal knowledge it's so clear and coherent.
Hello Nene
Thank you for the compliment. Much appreciated.
If you need to ever chat to us, we can be reached on our office line: 031 942 8863
All the best with your studies!
Aslam Moolla
Legal Leaders SA
@@legalleaderssouthafricanla7309 I share the same sentiments with Nene. You're not only a legal attorney but a good lecture as well
I love this
Hello Sumeeth,
You most welcome!
Glad to be of value.
Aslam Moolla
Good explanation. Very helpful. Thanks!
2000% HELPFUL
Hi do you have any content for personal injury / delictual litigation?
Hello Zireena
We specialize in Labour Law, Family Law and Commercial Litigation.
If you would like some guidance though - you welcome to email us at law@legal-leaders.co.za
All the best!
Aslam
Shukran for this ! Someone close I know is going through a grievance which isn’t justified any tips or advice ?
Hello Rehaaz
Thank you for the positive feedback. We appreciate it.
The best approach we would recommend is for this person to look at the situation from an objective perspective. Meaning write down the facts on a piece of paper and look at what is true vs what is not true. And then also look at what evidence is available to prove the facts.
Once they have done that, they will be in a better position to respond. The most important thing is to remain calm and focused. Otherwise it will affect your ability to present a valid response.
This person is also welcome to contact us for an appointment - where we can go through the details together with him and help him with a defence.
To contact us, please email on: law@legal-leaders.co.za
Hope this helps!
Aslam Moolla
Attorney at Law
H, I need help regarding my dismissal after section 197 . I worked for the Pretoria Zoo NRF & then transferred to SANBI
Application for condonation in respect for unfair dismissal disput
If you have been through an hearing and a chairperson recommended a final written warning and your employer chsnged it to a dismissal do you have a case at ccma
But i have always assumed previous consistent statements are only utlized in exceptional cases. I guess in this instant the previous consistent statement becomes relevant and therefore admissible.
Hi I need help regarding my unfair dismissal @work
Hi sir , if I was racially abused at work and I left it for few days then just snapped one day and warned the guy not to use derogatory comments toward me and he proceeds and then I have a physical altercation with him but not that serious no one gets hurt really , then I have hearing , what are the chances I could get fired for reacting physically towards a verbal abuser ? Is there a chance I could keep my job and possibly sign a warning rather then losing my job ?
Hello Fagan
Is this for a disciplinary hearing or a CCMA case?
Because you will need to show evidence of the victimization at work
This can be in the form of witnesses or emails.
It is for a hearing today at 3. And I wont have witnesses because all the guys working with us are xhosa guys , they never going to stand and tell the truth against one of there own , that means either way im screwed . There how ever video footage of the fight , and in the video I first go around to warn him to stop racially abusing me then I walk back to my work station , could that be form of evidence ?
@@faganmorgan576 Yes that could work. We suggest that you watch our video on how to prepare for a disciplinary hearing as soon as possible. It is available on our UA-cam channel
I will do so , thank you for the information brother . Keep safe
@@faganmorgan576 You welcome. We are CCMA and Labour Lawyers.
The Employer has no social media policy inplace but Charge me , I did not comment on a watsup group