Statistics Act, 1999
R 385
Labour Relations Act, 1995 (Act No. 66 of 1995)NoticesBargaining Council for the Food Retail, Restaurant, Catering and Allied TradesExtension to Non-parties of the Main Collective AgreementAnnexuresAnnexure F : Schedule 8 - Code of Good Practice : Dismissal8. Probation |
| (1) |
| (a) | An employer may require a newly-hired employee to serve a period of probation before the appointment of the employee is confirmed. |
| (b) | The purpose of probation is to give the employer an opportunity to evaluate the employee's performance before confirming the appointment. |
| (c) | Probation should not be used for purposes not contemplated by this Code to deprive employees of the status of permanent employment. For example, a practice of dismissing employees who complete their probation periods and replacing them with newly-hired employees, is not consistent with the purpose of probation and constitutes an unfair labour practice. |
| (d) | The period of probation should be determined in advance and be of reasonable duration. The length of the probationary period should be determined with reference to the nature of the job and the time it takes to determine the employee's suitability for continued employment. |
| (e) | During the probationary period, the employee's performance should be assessed. An employer should give an employee reasonable evaluation, instruction, training, guidance or counselling in order to allow the employee to render a satisfactory service. |
| (f) | If the employer determines that the employee's performance is below standard, the employer should advise the employee of any aspects in which the employer considers the employee to be failing to meet the required performance standards, if the employer believes that the employee is incompetent, the employer should advise the employee of the respects in which the employee is not competent. The employer may either extend the probationary period or dismiss the employee after complying with sub items (g) or (h), as the case may be. |
| (g) | The period of probation may only be extended for a reason that relates to the purpose of probation. The period of extension should not be disproportionate to the legitimate purpose that the employer seeks to achieve. |
| (h) | An employer may only decide to dismiss an employee or extend the probationary period after the employer has invited the employee to make representations and has considered any representations made. A trade union representative or fellow employee may make the representation on behalf of the employee. |
| (i) | If the employer decides to dismiss the employee or to extend the probationary period, the employer should advise the employee of his or her rights to refer the matter to a council having jurisdiction, or to the Commission. |
| (j) | Any person making a decision about the fairness of a dismissal of an employee for poor work performance during or on expiry of the probationary period ought to accept reasons for dismissal that may be less compelling than would be the case in dismissals effected after the completion of the probationary period. |
| (2) | After probation, an employee should not be dismissed for unsatisfactory performance unless the employer has— |
| (a) | given the employee appropriate evaluation, instruction, training, guidance or counselling; and |
| (b) | after a reasonable period of time for improvement, the employee continues to perform unsatisfactorily. |
| (3) | The procedure leading to dismissal should include an investigation to establish the reasons for the unsatisfactory performance and the employer should consider other ways, short of dismissal, to remedy the matter. |
| (4) | In the process, the employee should have the right to be heard and to be assisted by a trade union representative or a fellow employee. |
