CEO In Africa¿s Corporate Jungle - Mothobi, Edward
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Para (ee) it is my finding that the protected disclosure that he has made (and not misconduct that he has committed), was the dominant or most likely cause of his dismissal. In terms of section 187(1)(h) of the LRA such a dismissal is regarded as automatically unfair and the remedies provided for by section 193 of the LRA includes reinstatement, re-employment and compensation. The compensation awarded to an employee whose dismissal is automatically unfair must, in terms of section 194(2) of the LRA be just and equitable in all the circumstances, but not more than the equivalent of 24 months'…mehr

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Produktbeschreibung
Para (ee) it is my finding that the protected disclosure that he has made (and not misconduct that he has committed), was the dominant or most likely cause of his dismissal. In terms of section 187(1)(h) of the LRA such a dismissal is regarded as automatically unfair and the remedies provided for by section 193 of the LRA includes reinstatement, re-employment and compensation. The compensation awarded to an employee whose dismissal is automatically unfair must, in terms of section 194(2) of the LRA be just and equitable in all the circumstances, but not more than the equivalent of 24 months' remuneration calculated at the employee's rate of remuneration on the date of dismissal.Adv. Busisiwe Mkhwebane Public ProtectorRepublic of South AfricaPretoria
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Autorenporträt
Mothobi as leader of the organization reported directly to the Shareholder Representative and to the Non-executive board of directors where he was ex officio member of the board. Mothobi was responsible for establishing a Vision for Eco Tourism Transformation achieved through the efforts of a culturally diverse team of high performing leaders.