CASE STUDY - LABOUR COURT CASE: C Msibi & 12 Others v CCMA & Others JR 1365/13 (LC) BACKGROUND TO THE CASE: C Msibi & 12 others (the applicants) were employed as Compounders and Assistant Compounders in a large factory, based in Midrand, Gauteng. This factory is a third-party manufacturer of household cleaning liquids and gels, as well as personal care products. The main role of a Compounder and Assistant Compounder is to transform raw materials (chemicals) into manufactured bulk liquids or gels, which is then ready to be packaged into bottles/tubes/jars. These roles are therefore critical in ensuring the uninterrupted operational process of this large and complex manufacturing plant. The thirteen employees were informed that they needed to report for duty over the Easter weekend in April 2013. This instruction was given to the employees by the Manufacturing Manager on the Monday, preceding the long weekend. It is important to note that all employees had contractually agreed to work overtime (which includes weekends and public holidays), when reasonably instructed to do so. The thirteen instructed employees did not report for duty during the long weekend. They also did not apply for leave or report their absence to their Manager, as procedurally required. On the Tuesday (after the long weekend) the thirteen employees returned to work, but were denied access to the organisations premises. They were verbally informed by the Operations Manager that they had been summarily dismissed as a result of their absconsion. They were henceforth ordered to leave the company premises. Henceforth, the thirteen employees referred a case of unfair dismissal to the Commission for Conciliation, Mediation & Arbitration (CCMA). This referral resulted in a comedy of errors, committed by CCMA Commissioners, due to the misconception of the substantive and procedural fairness of a dismissal due to the absconsion of an employee. Furthermore, this case was referred to the Labour Court, on two occasions, upon which the Judge ordered that, in the interest of justice, the matter be referred back to the CCMA for arbitration by a new arbitrator. The judge ordered the arbitrator to determine whether the employees did in fact abscond and whether the employer engaged in a fair process to dismiss the thirteen employees.

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3. Formulate sections of a disciplinary policy (one paragraph each) which regulates employees behaviour and the employers disciplinary actions in cases of: (10 Marks) a. Absence without leave b. Absconsion