After being employed on a three-month fixed term contract, the employee was permitted to work a fourth month as a “notice period”, but was told that her fixed term contract would not be renewed. She declined to work during that month, and referred a dispute to the CCMA, claiming that she had been unfairly dismissed because she had acquired a reasonable expectation that she would be permanently employed.
Labour Law Update – Practice and Procedure & Substantive Fairness in Dismissal
by Global Business Editor | May 29, 2012 | Gazettes, Labour Law Updates, Latest News