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What is LabourWise?
LabourWise is a web-based advisory service for business owners, HR practitioners and / or managers of small, medium-sized and larger businesses in South Africa. Operating on a subscription basis, we provide information and resources about South African labour legislation, ensuring that your company stays up to date and legal when it comes to labour relations.
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How much is the subscription fee?
Monthly subscription fees are charged according to the size of your business. One month's subscription is required as an administration fee when registering. Our cost structure is described in the "Cost" section.
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What do I get if I sign up?
You receive full and unlimited access to the LabourWise website and all its resources including articles, guidelines, contracts, labour laws, case law, glossaries, newsletter archives and telephonic and electronic labour law support. For more information about the benefits of joining, see the "Subscriber benefits" section.
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Where do I sign up?
To gain full access to the site, you need to register and pay a monthly fee. You will need to supply us with all the necessary information, after which you will receive an e-mail confirmation of your registration and further subscription details. You can also sign up for our free monthly newsletter, filled to the brim with useful, practical advice for employers.
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What if I want to cancel my membership?
We require three calendar months notice when cancelling your subscription. Contact us if you need to cancel your subscription. We would hate to see you go!
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What kind of information can I find on LabourWise?
Members have unlimited access to a wealth of labour legislation information in the form of articles, guides, contracts, labour laws and case law. They cover labour issues such as dismissals, employment equity, basic conditions of employment, disputes, unions, strikes and much more.
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To whom do I speak if I need more advice?
Through LabourWise members are given access to a myriad of resources and there are a number of options available if you need additional assistance. Back-up services including telephonic support, labour consultations at reasonable hourly rates, referrals to a wide national network of labour consultants, arranging of representation at the CCMA, and IR functions in bigger organisations are all available through the site. Contact us for more information.
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Labour Bytes
THE RIGHT TO AN ANNUAL BONUS
Question: Does an employee have a right to an annual bonus?
Read more...SKILLS DEVELOPMENT MANDATORY GRANTS DEADLINE 30 JUNE 2013
We wish to remind employers that the 30 June 2013 deadline for the submission of your Annual Training Report (ATR) and Workplace Skills Plan (WSP) to the relevant SETA’s is fast approaching.
Read more...NEW MINIMUM WAGE INCREASE AND OTHER AMENDMENTS IN WHOLESALE & RETAIL SECTOR
The minimum wage rates in the Wholesale and Retail are increased as from 1 February 2013. There are also a few other amendments to the Sectoral Determination that employers need to note.
Read more...
Latest Articles
MAY AN EMPLOYEE WITHDRAW A RESIGNATION?
May an employee withdraw a notice of termination and must the employer accept the withdrawal? And is there a distinction between desertion and resignation without proper notice?
[...]CLAIMING FOR SKILLS DEVELOPMENT CLARIFIED
It is a misconception that companies can only be reimbursed for training provided by external SETA-registered institutions. Companies can in fact also be reimbursed for structured internal, day to day training as well as Learnerships offered.
[...]IMPACT OF AMENDMENTS TO THE EMPLOYMENT EQUITY ACT
The Bill seeks to rectify anomalies and clarify uncertainties that have arisen out from the interpretation of the EEA in the past decade. We will also see the expansion of the powers of the Labour Inspectorate and the jurisdiction of the CCMA.
[...]SIGNIFICANT CHANGES COMING TO BBBEE LEGISLATION
The DTI recently published a number of proposed amendments to the Broad Based Black Economic Empowerment Act for comment, which if implemented will have a significant impact on organisations, making it more onerous to retain or improve their ratings.
[...]EMPLOYEES WHO REFUSE TO SIGN A CONTRACT
Generally an employee may not be dismissed for refusing to sign a contract of employment. But are there circumstances where the employer can take stronger action short of dismissal?
[...]HIGHLIGHTS OF THE LRA AMENDMENT BILL
Finally we have clarity about the nature of the forthcoming amendments to the LRA and BCEA.
[...]HOW SERIOUS IS THE TRADE UNION THREAT?
When a trade union approaches an employer with the news that its employees have joined the union, one can understand that some employers might experience a sense of betrayal. But is it as bad as it seems?
[...]RETIREMENT AGE – THE EMPLOYER’S CHALLENGE
Our law does not provide for a national or general age at which employees have to, or may retire. Contracts of employment may of course contain an agreed retirement age, in which case the employer may ask the employee to leave employment once he or she has reached the agreed age. This is obviously subject [...]
[...]TRASHING YOUR BOSS ON FACEBOOK
Social networks, such as Facebook, serve as a useful vehicle for sharing one’s personal views. It can also have unexpected and unfortunate ramifications. One example is when an employee makes use of a social network to air his views about his or her employer.
[...]PROTECTING WITNESSES IN DISCIPLINARY HEARINGS
What does one do with whistleblowers who refuse to testify in a disciplinary hearing because they fear intimidation?
[...]