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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 "Costing" 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, guides, contracts, labour laws, case laws, 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 laws. 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
MINIMUM RATES FOR WHOLSALE & RETAIL SECTOR: 2012
As from 1 February 2012, the minimum wage rates in the Wholesale and Retail have been increased by approximately 6,38%.
Read more...SICK LEAVE DURING ANNUAL LEAVE
Question: If an employee falls ill during annual leave, must the employee get paid sick leave? Or must the employee’s annual leave entitlement be extended?
Read more...THE OBLIGATION TO WORK OVERTIME
Question: May employees be forced to work overtime? What if they refuse?
Read more...
Latest Articles
PROTECTING WITNESSES IN DISCIPLINARY HEARINGS
What does one do with whistleblowers who refuse to testify in a disciplinary hearing because they fear intimidation?
[...]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.
[...]ACCOMODATING CULTURAL BELIEFS AND INDIGENOUS CUSTOMS
Should an employer try to accommodate an employee’s request for leave of absence to be trained as a traditional healer, where the period of absence may be as long as one month or longer? Or to grant leave in excess of the family responsibility leave available to an employee so that she can fulfil her obligation to arrange for a family member’s funeral?
[...]MINIMUM RATES FOR WHOLSALE & RETAIL SECTOR: 2012
As from 1 February 2012, the minimum wage rates in the Wholesale and Retail have been increased by approximately 6,38%.
[...]QUO VADIS FIXED TERM CONTRACTS?
Just as we think that the law pertaining to fixed term contracts has settled, something changes. While the latest development regarding the expectation of renewal of a fixed term contract may be welcomed by employers, there is no reason to celebrate.
[...]DEALING WITH DESERTION
When an employee is absent for several days without communicating with the employer, the incorrect assumption is often made that the employee has deserted and has therefore dismissed himself.
[...]