Has anyone been in the position where they've found it necessary or appropriate to dispense with pre-dismissal procedures when dismissing an employee? According to Schedule 8 of the LRA, "In exceptional circumstances, if the employer cannot reasonably be expected to comply with these guidelines, the employer may dispense with pre-dismissal procedures."
Does anyone have examples of having applied this successfully? What situations would arise that would allow for this provision to be invoked? Presumably an employee threatening and intimidating to the extent that a formal hearing presents a danger to those involved would be such an instance?
Would appreciate your insights.