The first thing you need is a deadline for this letter. You haven't mentioned this as part of your question, but I would suggest putting a paper calendar on your wall and circling that date. Writing is a process.
Introduction  This appeal concerns the dismissal of ten employees by the respondent on 25 August The ground for dismissal was misconduct in the form of insubordination. Having been specifically appointed by the respondent to chair the disciplinary enquiry as an independent person, he found dismissal to be the appropriate sanction.
An attorney, Mr George Negota, dismissed that appeal on 19 September writing an appeal letter after dismissal The relief sought by the appellant was the reinstatement of the ten employees. The process of conciliation was unsuccessful. The appellants relied on the provisions of section 1 d of the LRA which provides that a dismissal is automatically unfair if the reason for the dismissal is that: In the alternative the appellant submitted that the dismissal of the employees was, in any event, unfair because it was inappropriately severe in all the circumstances and, moreover, there had been no irretrievable breakdown in the relationship between the employees and the respondent.
The appellant claimed the reinstatement of the employees. The learned judge dismissed an application for leave to appeal on 31 May The LAC dismissed the petition on 22 September This appeal, against the decision of the Labour Court 1 is before us with the leave of this court.
The appellant also seeks an order for costs in this appeal. The relevant facts  The relevant facts are largely common cause. In that letter they said: We will isolate such a person and ensure that he or she does not feel welcome until due processes are followed with the union involved.
The respondent has a grievance procedure set out in its Staff Policy document which commenced on 1 Maythe stated purpose of which policy document is to implement the purposes for which the respondent had been established.
On 1 Aprilin a separate letter, Mr Sikonela advised the appellant that it had no right to attend the interview for the position of COO and warned it that it faced the risk of disciplinary action being taken against its members for insubordination, which disciplinary action could include dismissal.
The appellant categorized the nature of the dispute as one relating to the disclosure of information. Ultimately, the parties were unable to resolve this narrowly defined dispute through conciliation. The parties formally extended the period for the conciliation process to 11 June In that letter the appellant complained that Professor Ram had failed to ensure that the following Human Resource Policies were in place: The Mail and Guardian, a news publication having a national circulation, received a copy of this letter.
This letter of petition had been prepared for signature by 48 employees but seven of those whose names appeared thereon did not sign it. Subsection 4 provides that: Three of the employees who had signed the petition then retracted their support for it.
In that letter, he raised certain points upon which the appellant has continued to rely throughout the dispute. Subsequently, the appellant lost its representivity and, accordingly, its recognition by the respondent as the bargaining representative of the employees.
He also protested that the signing of the petition by employees of the respondent had not been unlawful. This was the disciplinary enquiry which was chaired by the Professor Van Niekerk.
The enquiry commenced on 23 June The notice of enquiry referred to the history of the matter since 20 March The charges in the notice read as follows: The material breach of the general duty to act in good faith, to cooperate with and the refusal to work under the supervision and control of the duly appointed CEO.
The findings of the disciplinary enquiry  The disciplinary enquiry before Professor Van Niekerk as the chairperson lasted several days. The chairperson noted that the affected employees had failed to use the grievance procedures provided for in both the LRA and the Staff Policy document — even if the structures which were provided for the in the latter were amenable to criticism.
The chairperson was mindful of the fact that the issue he had to consider was whether the continued employment relationship between the respondent and the affected employees had been rendered intolerable by reason, inter alia, of their insubordination.
He found that he could make a finding on the issues in question regardless of the merits of any of the accusations levelled against Professor Ram. Accordingly, a finding of guilt with respect to the misconduct alleged in count 2 was made against each of the affected employees.
They were found not guilty on count three. With this in mind, Professor Van Niekerk afforded all 38 of those whom he found guilty of misconduct the opportunity to sign a formal acknowledgement and undertaking, on or before 13 Augustin which they i dissociated themselves from the letters addressed by the appellant to the respondent on 23 May and 3 June ; ii accepted their wrongdoing, iii apologised to Professor Ram, iv undertook in future to use the grievance procedures provided for in both the Staff Policy document and the LRA and v agreed to receive a final written warning, valid for 12 months for a similar offence.
At the request of the appellant the deadline was extended to 20 August Of the 38 affected employees, 28 signed the acknowledgement and received the warnings accordingly. She found that these activities were neither constitutionally protected nor protected under the LRA.Home > Letter Samples > Appeal Letters > Academic Dismissal Appeal Letter Sample.
Letter Samples. Academic Dismissal Appeal Letter Sample. Academic Dismissal, Academic Dismissal Appeal Letter, Professional Cover Letter Builder. Are you sick of writing cover letter after cover letter and applying to job after job, only to have employers. The Purdue Writing Lab Purdue University students, faculty, and staff at our West Lafayette, IN campus may access this area for information on the award-winning Purdue Writing Lab.
This area includes Writing Lab hours, services, and contact information. Writing a Strong Unfair Dismissal Letter to Employer (with Sample) Use these sample unfair dismissal letter to employer as templates for your formal notification.
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Academic Dismissal Appeal Letter Sample. Academic Dismissal, Academic Dismissal Appeal Letter, Professional Cover Letter Builder. Are you sick of writing cover letter after cover letter and applying to job after job, only to have employers.
Emma's letter provides a good example of a strong appeal letter, and these six tips for appealing an academic dismissal can help guide you as you craft your own letter.
Also, there are many less sympathetic reasons for being kicked out of college than we see in Emma's situation. The consequences of a really bad semester in college can be severe: dismissal. Most colleges, however, provide students with the opportunity to appeal an academic dismissal, for they realize that grades never tell the story behind the grades.