Former Employee Perspective: Outstanding Remuneration Resolved Only After Conciliation

Update: Labour Dispute with Digi Cars / iCar Technologies

Following my previous post regarding my experience as a former Talent Acquisition Specialist at Digi Cars / iCar Technologies, I believe it is important to provide a factual update.

One of the central issues in dispute was the non-payment of guaranteed remuneration which I maintained was contractually due to me.

For a significant period, the matter remained unresolved despite attempts to address it through normal channels. It was only once the dispute had progressed to formal conciliation proceedings through MIBCO that the company agreed to make payment of the guaranteed incentive that had been withheld.

While I acknowledge that this payment was eventually made, it is important to note that the payment occurred after regulatory intervention and formal dispute processes had already been initiated.

Furthermore, the matter remains only partially resolved. Outstanding issues relating to leave pay and the reimbur*****t of a deduction which I dispute as irregular have still not been finalised.

The broader point remains unchanged. Employees should not have to rely on external dispute-resolution mechanisms simply to secure payments or obtain clarity regarding remuneration matters. Effective communication, transparency, and accountability should exist long before a matter reaches conciliation.

This is not about hostility or retaliation. It is about principle. Employment relationships are built on trust, and when disputes arise, organisations should engage proactively and resolve legitimate concerns promptly and professionally.

As matters remain ongoing, I will continue pursuing the available processes to obtain final resolution of the outstanding issues.