The letter from Intercape is in response to, “33 Intercape bus drivers axed ‘for joining union’”:
A National Union For All Sectors (Nufas) official has confirmed in writing that she repeatedly advised union members to disobey the reasonable and lawful instructions of their employer, Intercape.
The wilful defiance by workers led to a breakdown of trust, prompting Intercape to dismiss the workers after seeking legal counsel from law firm Edward Nathan Sonnenburg.
Following the dismissals, the trade union initiated a negative media campaign besmirching Intercape, to which the company has the right to respond.
Maintaining consistency and fairness is crucial for any organisation to foster order and trust within its workforce.
When an organisation enforces its instructions uniformly, it demonstrates a commitment to fair treatment.
Dismissal of workers, while unfortunate, sometimes becomes unavoidable to reinforce the importance of adhering to established practices and instructions.
The action serves as a reminder that the company values its operational integrity and the collective well-being of its employees and stakeholders over individual transgressions.
Creating dual standards can lead to confusion and a breakdown of the professional environment, undermining the foundation of the company’s values, ethos and operational efficiency.
In the face of false allegations, it is crucial for a company to maintain its integrity and protect its economic rights.
A fair chance to respond is not only a matter of legal due process but also a cornerstone of ethical business practices.
Transparent communication and a robust defence against such claims are essential in maintaining public trust.
It is unfortunate that in an attempt to deflect attention away from the issues which resulted in the dismissals, the trade union has claimed that “workers were dismissed because they joined a trade union”.
There are union members employed by the company today, so the statement that workers were dismissed because they belong to the trade union is clearly untrue. The trade union has also not filed a dispute with the Labour Court which is probably because its argument lacks merit and could result in a costs order against it.
Various anonymous published comments and allegations have been made in public, including that bus drivers have to drive for 36 hours: “They drive to their destination, offload passengers, then on-board passengers and immediately drive back.”
The scenario is certainly not feasible for any reasonable person or worker and is a violation of company policies. Therefore, the anonymous statement is simply untrue.
Intercape is committed to the safety and well-being of its employees and passengers.
If such a situation were accurate, it would pose a serious risk to employee and passenger safety, as well as the company’s reputation, potentially leading to criminal prosecutions as well as civil damages claims.
Remarkably, no complaint about such incidents has been filed by any bus driver or the trade union.
Another allegation is that “workers had to sit in a room for eight hours without water and food just because they refused to hand in their cellphones and sign an attendance register”.
Workers were invited to a meeting with management in the company boardroom and were free to come and go as they wished at all times.
Intercape has addressed various other false allegations by providing evidence to clarify the truth and prevent further misunderstandings. Intercape’s commitment to addressing the issues reflects its dedication to corporate responsibility and safeguarding its reputation.
By approaching public perception and legal challenges with transparency and integrity, the company aims to ensure that truth and fairness prevail.
* Intercape, Cape Town.
** The views expressed here are not necessarily those of Independent Media.
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