24hr Expedition Race Training Event

Merrell Adventure Addicts are hosting the second 24 HR ADVENTURE TRAINING RACE in the Garden Route on the weekend of 4-5 March 2017.

The event is an overnight 22-24 hour race exercise for teams preparing for expedition style Adventure Racing. Everyone interested is welcome, in teams of 2 or 4.

Gain experience and skills of navigation, night racing and teamwork under Adventure Racing conditions.

EVENT INFO

• Start / Finish
  • Knysna area. Exact venue to be announced one week before

• Times
  • Start at 11h00 – Sat 4 March
  • Registration from 9h30
  • Maps handed out at 10h15
  • We have set the times so those of you from further afield can arrive Saturday and leave Sunday to minimize your costs as well as maximising your time out overnight

• Entry details
  • R400 per person – covers park & forestry fees, medic, maps etc (does not include kayak)
  • Enter online at: http://ift.tt/2jmkk17
  • Entries close at midnight, 1 March 2017

• Disciplines
  • Navigation – 1:50 000 maps
  • Running/Trekking – forest paths, forest jeep tracks, coastal paths
  • Mountain Biking – district roads, forest jeep tracks, forest singletrack
  • Paddling – flatwater

• Distance / Race time
  • The event is time based rather than distance based. A course will be set for teams to tackle with the intention that teams are out for 22-24 hours. Faster teams will complete more distance
  • Managed with various cut off points along the route, re-directing slower teams onto shorter courses
  • Teams wanting to do shorter time are welcome. Checkpoints and legs can be skipped

• Transitions / support
  • No support crew needed
  • There will be remote transitions. We will not be transporting any team equipment to the remote TA’s except for paddle and PDF. (No bike box required)
  • Trekking shoes/clothes will need to be carried on the mountain biking legs
  • You will need to carry food for the whole event with you from the start
  • We will have volunteers at the remote TA’s to look after your mountain bikes while you are out trekking
  • Water will be available from streams along the route and at the remote TA’s

• Equipment
  • Mandatory Equipment – The following list is compulsory and you will need to carry these at all times in addition to your normal discipline gear that you deem necessary
    • Waterproof jacket
    • Headtorch
    • Cellphone per person (at least one per team must have What’s App capability and data)
    • PFD (for paddle leg only)
    • Paddle (for paddle leg only)
    • Space Blanket
    • Baselayer top
  • Boats – you will need to bring your own plastic sit on top kayak and paddles for the paddle leg (a limited amount of Fluid Kayaks are available for hire at R100 with prior notice – these will be allocated on a first to pay. Once all hired, more expensive boats will be available at approx. R400 per boat)
  • Don’t forget things like – Bike lights, paddle, warm clothing (it will be chilly at night) and mapwork stationery

• Spectators / Volunteers
  • Due to landowner restrictions, no spectators will be allowed out on the route
  • There are a few spots where teams can be seen and these will be highlighted during briefing
  • Non racing partners who wish to be involved can help us by volunteering to camp out at the remote TA’s. Contact us if interested

• Plenty of Accommodation options available in Knysna. See Knynsa Tourism website for options.

Adventure Addicts

24hr Expedition Race Training Event

AfricanX honours entrants

“Let Nature Give You A Run For Your Money” 

Stella and Arnold Smit in action during the 2016 Cell C AfricanX Trailrun presented by ASICS. Photo Credit: Jetline Action Photo

Trail runners taking part in the 9^th annual Cell C AfricanX Trailrun presented by ASICS the weekend of 17 – 19 March 2017 are encouraged to send through their nominations for the event’s cherished ‘Sanet Wentzel Spirit Award’.

Introduced in 2010, one year after the AfricanX’s inception, the award was founded in memory of Sanet Wentzel (Oudtshoorn), an AfricanX participant who passed away tragically at the end of 2009 after being knocked down by a car during a morning training run. 

“The Sanet Wentzel Spirit Award was introduced in memory of a fallen athlete who had an adventurous spirit and enjoyed AfricanX to the fullest,” says Michael Meyer, Managing Director of Stillwater Sports.  “The award also honours current runners who persevere irrespective of the adversity that they face.  These athletes are heroes and deserve to be recognised.  We are proud to call them AfricanX runners and honoured to present them with the Sanet Wentzel Spirit Award”.

In 2016 the ‘Sanet Wentzel Spirit Award’ was presented to Stella Smit, an AfricanX runner from Paarl.  According to Smit, she ran her first AfricanX race in 2014.  “Soon after the race I was diagnosed with a brain tumour in the cerebellum,” says Smit.  “I had open brain surgery.  A day after the operation I was rushed back to theatre.  I basically died and my Neuro Surgeon saved me just in time.  I was in an induced coma and on a ventilator for a week.  The entire tumour could not be removed.  As a result a few weeks after the operation I started with six weeks of radiation and a daily chemo therapy tablet.”

“The radiation treatment stopped in October 2014 and in April 2015 I could stop taking the chemo therapy tablet.  My road to recovery could finally start,” continues Smit.  “In August 2015 my husband (Arnold) suggested that I take part in the AfricanX again.  I was surprised by his suggestion, but I really wanted to participate.  My training started off with one minute walking and two minutes running until I was ready to run with Arnold.  I just wanted to complete the race in a good enough time to prove to myself that I could do it.  I didn’t expect an award, but when I was handed the Sanet Wentzel Spirit Award I felt so inspired.  It was really a special moment for me.” 

Trail runners taking part in the 2017 Cell C AfricanX Trailrun presented by ASICS are encouraged to send their ‘Sanet Wentzel Spirit Award’ nominations (with a short motivation) to dom@stillwatersports.com

2017 Event Information:   Cell C AfricanX Trailrun presented by ASICS

Taking place the weekend of 17 – 19 March 2017, teams of two trail running enthusiasts (male/female/mixed) will be seen battling it out on a route varying in distance between 22km – 34km each day.  Participants will have the opportunity to tackle a different breath-taking scenic route each day, allowing them to enjoy the full beauty of the Overberg.

Date:	Friday, 17 March 2017 – Sunday, 19 March 2017
Format:	Three-day stage race / teams of two (male/female/mixed)
Venue:	Festival Village on the grounds of the Houw Hoek Inn
Distance:	Between 22km – 34km each day

Entries are LIMITED to 350 teams.  

Follow us on Face Book:  Stillwater Trail Running

Follow us on Twitter:       @CellC / @runtheafricanx

For additional information or to enter the Cell C AfricanX Trailrun presented by ASICS visit http://ift.tt/1fhofzA, contact Stillwater Sports on 082 991 0045 or email entries@stillwatersports.com. 

AfricanX honours entrants

Weiss, Marais ready for round two at XTERRA Nelson Mandela Bay

Two of South Africa’s elite XTERRA Warriors, Bradley Weiss and Stuart Marais will face up for the second time in the beautiful city of Port Elizabeth when they take on the Fedhealth XTERRA Nelson Mandela Bay on Saturday, 11 February 2017.

Bradley Weiss in action at the 2016 Fedhealth XTERRA Nelson Mandela Bay. Photo Credit: Tobias Ginsberg

SA’s premier off road triathlon, XTERRA Nelson Mandela Bay starts off with a refreshing 1.5km ocean swim, followed by an action packed 24.5km mountain bike (MTB) discipline before closing off with an energising 9.7km trail run.

In 2016 Weiss beat Marais to the finish line with just under 2 minutes to spare.  According to Weiss, the ocean swim is a cool and exciting addition to the challenges of XTERRA.  “I really enjoyed the MTB leg of this race. It’s relatively short in comparison to other XTERRA races, but it offers so much with fast single track and an undulating course that allows the more accomplished cyclists to take advantage of their strengths.  Another highlight is running through Happy Valley and embracing the support of the welcoming PE locals.”

“This will be my first race back after injury,” continues Weiss.  “In December last year I fractured my scaphoid bone during a training ride.  As a result I missed out on the first XTERRA race of the year, the Fedhealth XTERRA in Buffelspoort in January.  XTERRA Nelson Mandela Bay will be my first race back.  Although my fitness levels will be back to a competitive point, my goals will be more conservative.  I am hoping to be in the mix right until the end.” 

Weiss will face tough competition from fellow XTERRA Warrior, Stuart Marais.  “My goal will be to go as hard as I can for as long as I can.  I want to win,” says a determined Marais.  “The ocean swim is iconic to XTERRA Nelson Mandela Bay.  It creates a unique spin on XTERRA in SA.  The mountain bike route features a lot of single track in the middle of the city.  The beauty of the course astonished me.  My advice to XTERRA newcomers is to take each discipline on its own merit and don’t push too hard at the starts.  Surround yourself with people of similar strengths, but most of all just go have fun.”

EVENT INFORMATION:  Fedhealth XTERRA Nelson Mandela Bay / Kings Beach (Eastern Cape) 

Date:	Event:
Friday, 10 February 2017	Fedhealth XTERRA Kids
	6-8 years (60m Swim, 2km Cycle, 600m Run)
	9-11 years (100m Swim, 3km MTB, 1.5km Trail Run)
	12-15 years (250m Swim, 5km MTB, 2.5km Trail Run)
Saturday, 11 February 2017	Fedhealth XTERRA Full:  1.5km swim, 24.5km MTB, 9.7km trail run
Sunday, 12 February 2017	XTERRA Trail Run:  9.7km and 4.9km
Sunday, 12 February 2017	Fedhealth XTERRA Lite:  400m swim, 12km  MTB, 4.9km trail run

Next on the XTERRA SA Calendar: 

Friday, 24 February 2017 – Sunday, 26 February 2017

Fedhealth XTERRA Grabouw / SA Championship

 EXCITING NEWS ~ Fedhealth members will be pleased to hear that they can enter free of charge by typing in their Fedhealth membership number when entering on line. 

Follow us on Twitter:  @XTERRASA / @Fedhealthmed

Like our Facebook page:  XTERRA South Africa / Fedhealth Medical Aid

For further information or to enter the Fedhealth XTERRA Nelson Mandela Bay and/or Grabouw visit http://ift.tt/1fhofzA

Weiss, Marais ready for round two at XTERRA Nelson Mandela Bay

Magazine readers vote Alfa Romeo Giulia and Abarth 595 as “Best Cars 2017”

Fiat Chrysler Automobile’s Alfa Romeo Giulia and Abarth 595, have been chosen “Best Car 2017” in their respective import categories in the readers voting of the renowned specialist magazine “Auto Motor und Sport” (AMS).

Brian Joss – The readers selected the new Alfa Romeo Giulia as the best import vehicle in its class. In the 41st edition of the reader competition, 25.4% of the votes went to the Alfa Romeo Giulia. Also featured was the Alfa Romeo Giulietta (second place import compact class) and the Alfa Romeo Mito (third place import small car) achieving further success for the Italian brand; top positions in their respective categories.

The AMS readers also voted for the Abarth 595 as the best car in its segment. The Italian compact sports car was chosen as the winner of the “Best Car 2017” award in the import category of mini-cars. The Abarth 595 won the competition with 34.0% of all votes. In the runner-up position, the readers chose a close relative of the Abarth 595, the Fiat 500.

The competition “Best Cars 2017” was conducted in parallel with 21 magazines in 17 countries. A total of 378 new vehicle models were presented to the readers in eleven categories. In Germany, 123,719 votes were submitted at “auto, motor und sport”.

Magazine readers vote Alfa Romeo Giulia and Abarth 595 as “Best Cars 2017”

Cartoon – Pay Back the Money. Again

Cartoon – Pay Back the Money. Again

Tavcor backing eases life for Zuurberg route director

Life has become much easier for PwC Great Zuurberg Trek route director Rob Hayter this year after Tavcor Commercial Vehicles threw their support behind the Eastern Cape mountain biking classic.

Tavcor Commercial Vehicle sales executive Donovan Austin (left) hands over the Amarok double cab to PwC Great Zuurberg Trek route director Rob Hayter. Photo: Supplied

Taking place in the mountainous Zuurberg region in Addo, about 70km from Port Elizabeth, Hayter is already devoting his time to ensuring the route is in top-class condition for the event from May 26 to 28.

 

Covering nearly 200km over three days, he said the trails spanned a wide variety of terrain, often in remote areas, which you could only reach in a 4×4 vehicle capable of handling the rugged conditions.

“In the past we had to hire or borrow a vehicle to do the work needed,” said Hayter.

“But now I can get to anywhere in the Addo Elephant National Park, as well as the many isolated areas we have to access, so from that point of view it is a massive help.

“Thanks to their sponsorship, it is much easier to travel to the areas where we have to clean and clear the track.”

He said the whole route had to be marked with signs and arrows, often traversing rough conditions, and the Amarok had made it much easier to complete the work required.

“We feel there is good value for them,” said Hayter, who is in the building trade. “I do a lot of driving in the farming areas in the Sundays River Valley, which gives the vehicle much exposure.”

Tavcor Commercial Vehicles sales executive Donovan Austin said they had decided to support the event after discussions with event co-founder Trevor Hayter.

“The Amarok is the ideal vehicle for the adventurous outdoor person, giving you great driving pleasure, both on and off-road.

“In addition the race is held in an area which gives us really good exposure locally and nationally.

“This event draws many teams, both from the Eastern Cape and outside the province, and we feel it ties in perfectly with our mission which is to ‘deliver the benchmark’.”

Besides the branded double cab, Austin said they would further support the race by providing several vehicles to the race organisers during the event.

“We will be supplying a number of vehicles and 23-seater buses to assist with the transport requirements.”

Tavcor backing eases life for Zuurberg route director

Monday Morning Edition

Good morning all!

This Monday Morning Edition is sponsored by Views Boutique Hotel & Spa.

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Latest Local News

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Latest Local Sports News

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International News

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National News

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Business News

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Regular Columns & Opinion Pieces

The Significant Value of Mitigating Circumstances in Misconduct Cases Involving Gross Dishonesty

By Magate Phala – Item 3 (4) of Schedule 8 (Code of Good Practice: Dismissal) of the Labour Relations Act, 66 of 1995 provides that it is generally inappropriate to dismiss an employee for a first offence, except if the misconduct is serious and of such gravity that it makes a continued employment relationship intolerable.

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Until next time…

Bruce

Monday Morning Edition

The Significant Value of Mitigating Circumstances in Misconduct Cases Involving Gross Dishonesty

By Magate Phala – Item 3 (4) of Schedule 8 (Code of Good Practice: Dismissal) of the Labour Relations Act, 66 of 1995 provides that it is generally inappropriate to dismiss an employee for a first offence, except if the misconduct is serious and of such gravity that it makes a continued employment relationship intolerable. Examples of serious misconduct, subject to the rule that each case should be judged on its merits, are gross dishonesty, assault, gross insubordination, etc.

Sub-item 5 of Schedule 8 supra provides further that when deciding whether or not to impose a  penalty of dismissal, the employer should in addition to the gravity of the misconduct consider factors such as the employee’s circumstances (including length of service, previous disciplinary record and personal circumstances), the nature of the job and the circumstances of the infringement itself.

In his book entitled Dismissal (Juta, 2014) at page 211, Professor John Grogan remarked as follows regarding Mitigating Factors:

“Mitigating factors should be considered after the employee has been found guilty of the offence; whether there are mitigating (or aggravating) factors constitutes a separate inquiry. A variety of considerations may be relevant when considering a plea in mitigation. These include a clean disciplinary record, long service, remorse, the circumstances of the offence, whether the employee confessed to his misdemeanour and any other factors that might serve to reduce the moral culpability of the employee. An employer is not required to take mitigating factors into account merely because the evoke sympathy. The test is whether, taken individually or cumulatively, they serve to indicate that the employee will not repeat the offence”

Dishonesty is generally regarded as behaviour that is untrustworthy, deceitful or insincere and intended to mislead another person. In Nedcor Bank Ltd v Frank & others (2002) 7 BLLR 600 (LAC), it was held that: “Dishonesty entails a lack of integrity or straightforwardness and in particular, a willingness to steal, cheat, lie or act fraudulently … and it is normally used to describe an act where there has been some intent to deceive or cheat.”

According to Mischke  (The breakdown of trust: Operational perspectives on the appropriate sanction” (2010) 19 CLL 71),

“Trust becomes an issue in dishonesty-related misconduct, such as theft, unauthorised possession, fraud or misrepresentation. In cases such as these, the employee’s truthfulness and honesty are placed in question, and, clearly, an employer would indeed be hard-pressed to place trust in an employee who is guilty of theft or fraud”.

In Toyota SA Motors (Pty) Ltd v Radebe & others (2000)21 ILJ 340 (LAC) at 344C-F, it was held as follows:

‘Although a long period of service of an employee will usually be a mitigating factor where such employee is guilty of misconduct, the point must be made that there are certain acts of misconduct which are of such a serious nature that no length of service can save an employee who is guilty of them from dismissal. To my mind one such clear act of misconduct is gross dishonesty. It appears to me that the commissioner did not appreciate this fundamental point. I hold that the first respondent’s length of service in the circumstances of this case was of no relevance and could not provide, and should not have provided, any mitigation for misconduct of such a serious nature as gross dishonesty. I am not saying that there can be no sufficient mitigating factors in cases of dishonesty nor am I saying dismissal is always an appropriate sanction for misconduct involving dishonesty. In my judgment the moment dishonesty is accepted in a particular case as being of such a serious degree as to be described as gross, then dismissal is an appropriate and fair sanction.’

The Labour Appeal Court has consistently followed an approach laid out early in the jurisprudence of the Labour Court in Standard Bank SA Limited v CCMA and Others [1998] 6 BLLR 622 (LC) at paragraphs 38-41 where Tip AJ said:

“It was one of the fundamentals of the employment relationship that the employer should be able to place trust in the employee… A breach of this trust in the form of conduct involving dishonesty is one that goes to the heart of the employment relationship and is destructive of it.”

In De Beers Consolidated Mines Ltd v CCMA and Others (2000) ILJ 1051 (LAC) at1058I-J, the Court further pointed out that “[t]he seriousness of dishonesty – ie whether it can be stigmatised as gross or not – depends not only, or even mainly, on the act of dishonesty itself but on the way in which it impacts on the employer’s business.”

In Kalik v Truworths (Gateway) and Others [2008], 1 BLLR (LC) the Labour Court held that an employment relationship “….broken down as a result of an act of dishonesty can never be restored by whatever amount of mitigation. The underlying reason for this approach is that an employer cannot be expected to keep dishonest workers in his/her employ. The other reason for this is to send an unequivocal message to other employees that dishonesty will not be tolerated.”

In SAPPI Novoboard (Pty) Ltd v Bolleurs (1998) 19 ILJ 784 (LAC) at para 7, the Court held as follows:

“It is an implied term of the contract of employment that the employee will act with good faith towards his employer and that he will serve his employer honestly and faithfully.… The relationship between employer and employee has been described as a confidential one. The duty which an employee owes his employer is a fiduciary one ‘which involves an obligation not to work against his master’s interests’… If an employee does ‘anything incompatible with the due or faithful discharge of his duty to his master, the latter has a right to dismiss him’….”

Written by Magate Phala, who specialises in Labour Law and writes in his private capacity. For more information, kindly contact Magate Phala at magatephala@gmail.com

The Significant Value of Mitigating Circumstances in Misconduct Cases Involving Gross Dishonesty

The Significant Value of Mitigating Circumstances in Misconduct Cases Involving Gross Dishonesty

By Magate Phala – Item 3 (4) of Schedule 8 (Code of Good Practice: Dismissal) of the Labour Relations Act, 66 of 1995 provides that it is generally inappropriate to dismiss an employee for a first offence, except if the misconduct is serious and of such gravity that it makes a continued employment relationship intolerable. Examples of serious misconduct, subject to the rule that each case should be judged on its merits, are gross dishonesty, assault, gross insubordination, etc.

Sub-item 5 of Schedule 8 supra provides further that when deciding whether or not to impose a  penalty of dismissal, the employer should in addition to the gravity of the misconduct consider factors such as the employee’s circumstances (including length of service, previous disciplinary record and personal circumstances), the nature of the job and the circumstances of the infringement itself.

In his book entitled Dismissal (Juta, 2014) at page 211, Professor John Grogan remarked as follows regarding Mitigating Factors:

“Mitigating factors should be considered after the employee has been found guilty of the offence; whether there are mitigating (or aggravating) factors constitutes a separate inquiry. A variety of considerations may be relevant when considering a plea in mitigation. These include a clean disciplinary record, long service, remorse, the circumstances of the offence, whether the employee confessed to his misdemeanour and any other factors that might serve to reduce the moral culpability of the employee. An employer is not required to take mitigating factors into account merely because the evoke sympathy. The test is whether, taken individually or cumulatively, they serve to indicate that the employee will not repeat the offence”

Dishonesty is generally regarded as behaviour that is untrustworthy, deceitful or insincere and intended to mislead another person. In Nedcor Bank Ltd v Frank & others (2002) 7 BLLR 600 (LAC), it was held that: “Dishonesty entails a lack of integrity or straightforwardness and in particular, a willingness to steal, cheat, lie or act fraudulently … and it is normally used to describe an act where there has been some intent to deceive or cheat.”

According to Mischke  (The breakdown of trust: Operational perspectives on the appropriate sanction” (2010) 19 CLL 71),

“Trust becomes an issue in dishonesty-related misconduct, such as theft, unauthorised possession, fraud or misrepresentation. In cases such as these, the employee’s truthfulness and honesty are placed in question, and, clearly, an employer would indeed be hard-pressed to place trust in an employee who is guilty of theft or fraud”.

In Toyota SA Motors (Pty) Ltd v Radebe & others (2000)21 ILJ 340 (LAC) at 344C-F, it was held as follows:

‘Although a long period of service of an employee will usually be a mitigating factor where such employee is guilty of misconduct, the point must be made that there are certain acts of misconduct which are of such a serious nature that no length of service can save an employee who is guilty of them from dismissal. To my mind one such clear act of misconduct is gross dishonesty. It appears to me that the commissioner did not appreciate this fundamental point. I hold that the first respondent’s length of service in the circumstances of this case was of no relevance and could not provide, and should not have provided, any mitigation for misconduct of such a serious nature as gross dishonesty. I am not saying that there can be no sufficient mitigating factors in cases of dishonesty nor am I saying dismissal is always an appropriate sanction for misconduct involving dishonesty. In my judgment the moment dishonesty is accepted in a particular case as being of such a serious degree as to be described as gross, then dismissal is an appropriate and fair sanction.’

The Labour Appeal Court has consistently followed an approach laid out early in the jurisprudence of the Labour Court in Standard Bank SA Limited v CCMA and Others [1998] 6 BLLR 622 (LC) at paragraphs 38-41 where Tip AJ said:

“It was one of the fundamentals of the employment relationship that the employer should be able to place trust in the employee… A breach of this trust in the form of conduct involving dishonesty is one that goes to the heart of the employment relationship and is destructive of it.”

In De Beers Consolidated Mines Ltd v CCMA and Others (2000) ILJ 1051 (LAC) at1058I-J, the Court further pointed out that “[t]he seriousness of dishonesty – ie whether it can be stigmatised as gross or not – depends not only, or even mainly, on the act of dishonesty itself but on the way in which it impacts on the employer’s business.”

In Kalik v Truworths (Gateway) and Others [2008], 1 BLLR (LC) the Labour Court held that an employment relationship “….broken down as a result of an act of dishonesty can never be restored by whatever amount of mitigation. The underlying reason for this approach is that an employer cannot be expected to keep dishonest workers in his/her employ. The other reason for this is to send an unequivocal message to other employees that dishonesty will not be tolerated.”

In SAPPI Novoboard (Pty) Ltd v Bolleurs (1998) 19 ILJ 784 (LAC) at para 7, the Court held as follows:

“It is an implied term of the contract of employment that the employee will act with good faith towards his employer and that he will serve his employer honestly and faithfully.… The relationship between employer and employee has been described as a confidential one. The duty which an employee owes his employer is a fiduciary one ‘which involves an obligation not to work against his master’s interests’… If an employee does ‘anything incompatible with the due or faithful discharge of his duty to his master, the latter has a right to dismiss him’….”

Written by Magate Phala, who specialises in Labour Law and writes in his private capacity. For more information, kindly contact Magate Phala at magatephala@gmail.com

The Significant Value of Mitigating Circumstances in Misconduct Cases Involving Gross Dishonesty