Read the scenario below and answer the question that follows.

Mary has been working as a cashier at a retail store for five years. One day, she gets into a heated argument with a customer who accused her of overcharging him. The argument quickly escalates, and Mary throws a product at the customer, causing it to break. The store manager witnesses the incident and immediately suspends Mary from work, pending an investigation.

During the investigation, it is discovered that Mary has a history of similar incidents with customers, but she was only given verbal warnings in the past. The store manager decides to terminate Mary's employment due to the severity of her actions and her past disciplinary record.

Mary is verbally informed of her dismissal, and the reasons for it$,$ in an informal meeting with the store manager. The manager explains that the decision to terminate her employment was based on her aggressive behaviour and disciplinary history. However, the manager did not give Mary an opportunity to respond to the allegations and failed to offer her the opportunity to be accompanied by a trade union representative or fellow employee.

Mary feels that her dismissal was unfair and takes her case to the CCMA.

According to the Labour Relations Act $66$ of $1995($LRA$),$ all employees have the right not to be unfairly dismissed. Refer to the legal requirements as set out in the LRA and decide which of the following statements about the fairness of Mary$$s dismissal, are accurate.

Answer the question by selecting either true or false from the dropdown menu.

Mary$$s dismissal was automatically unfair

Answer $1$

Choose...

Mary$$s dismissal was substantively fair

Answer $2$

Choose...

Mary$$s dismissal was substantively unfair

Answer $3$

Choose...

Mary$$s dismissal was procedurally unfair

Answer $4$

Choose...

Mary$$s dismissal was procedurally fair