stament

I had another more specific thread but wanted to start a generic one which woukd be useful for members. Having done further research it would seem clear that an employer must give one of the valid reasons listed in the act in order to dismiss you, and if they don't you are likely to win the case. Is it really that clear-cut, i.e. 100% win in all cases for the employer when the following reasons aren't followed? Said reasons according to the law are: The employee performs his/her duty dishonestly or intentionally committed a criminal offence against the employer. The employee willfully caused damage to the employer. The employee committed negligent acts which caused serious damage to the employer. The employee violated work rules, regulations or orders of the employer which are lawful and just, and after a written warning was given by the employer, except for in serious cases with no requirement for the employer to give warning. The written warning shall be valid for not exceeding one year from the date when the employee committed the offence. The employee was absent from duty without justifiable reason for three consecutive working days regardless of whether there is a holiday in between. The employee was sentenced to imprisonment by a final court judgment. If the imprisonment is for offences committed by negligence or a petty offense, it shall be an offense that causes damage to the employer

Not sure where to ask this question. Do NGOs also have to abide by s118 of the Employment Act with regards to severance payments due to employees or are they exempt? Thanks in advance.