Labour Bytes

FORFEITURE OF ANNUAL LEAVE

Question: Can annual leave be forfeited?

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THE IMPORTANCE OF PERFORMANCE APPRAISALS

A study showed that 80% of employees were dissatisfied with the performance appraisal system. Many managers also find it an extremely stressful process, so why not just do away with performance appraisals?

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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.

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THE RIGHT TO AN ANNUAL BONUS

Question: Does an employee have a right to an annual bonus?

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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.

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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?

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Barney Jordaan

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.

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Karlien Scholtz

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.

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Jan Truter

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.

[...]

Neil Raymer

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?

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Jan Truter

HIGHLIGHTS OF THE LRA AMENDMENT BILL

Finally we have clarity about the nature of the forthcoming amendments to the LRA and BCEA.

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Barney Jordaan

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?

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Jan Truter

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 [...]

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Barney Jordaan

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.

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Jan Truter

PROTECTING WITNESSES IN DISCIPLINARY HEARINGS

What does one do with whistleblowers who refuse to testify in a disciplinary hearing because they fear intimidation?

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Barney Jordaan

HR Services

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HUMAN RESOURCES MADE EASY

Labourwise offers Employers tailored, complete and practical solutions to managing all their Human Resource Requirements.

In order for a business to be successful and maximise its return on investment in its Human Resources/Capital it requires a holistic approach to its policies. Labourwise Human Resources as a trusted partner can assist with the following:

• Recruitment
• Employment Equity
• BBBEE
• Labour Relations
• Payroll
• Skills Development
• Company Policies
• Standard Operating Procedures

RECRUITMENT

Ensuring that your organisation is staffed with the correct people with the requisite skills is vital for the success of your business. The recruitment of staff can also be very time consuming and complex and we can offer you value added assistance in this process.

We take the time to develop a thorough understanding of each business we partner and by assisting them on a variety of Human Resource issues we are able to deliver recruitment solutions that are tailored to the unique needs of each Employer, which include:

• Outsourced Recruitment Service – We source qualified and suitable candidates for our clients at cost effective rates. Significant reductions in fees are given to Labourwise subscribers or when a client gives us an exclusive for the position. We offer the flexibility of a fixed fee or charging a percentage placement fee based on the annual salary of the placed candidate.
• Advertising and Response Handling – We provide a limited service where we place the advert on behalf of the Client and perform the initial screening of applicants and present them for interviews.

EMPLOYMENT EQUITY

Making sure that your Company complies with Employment Equity legislation has become an essential component of Human Resource Management. Having an equitable balance of employees is essential for the growth of your Company and the economy as a whole. We can advise and assist you on how to submit your annual or bi-annual reports, and also offer a full service to ensure your organisation is compliant with the Employment Equity Act by doing the following:

• Drawing up an Employment Equity Plan;
• Identifying potential barriers for Employment Equity that might exist in your company and advise how to overcome these barriers;
• Provide an Employment Equity Policy document;
• Provide training to the Employment Equity committee and
• Submitting EEA2 and EEA4 reports to the Department of Labour annually or bi-annually

BROAD BASED BLACK ECONOMIC EMPOWERMENT

Having a verified Broad Based Black Economic Empowerment (B-BBEE) status is becoming an essential element of every business in South Africa and Labourwise Human Resources is able to guide and assist you through the verification process.

Labourwise provides you with simple and realistic advice aimed at maximising your Company’s initial B-BBEE scorecard and thereafter improving your status. We will assist you on an annual basis in maintaining the necessary records which are required for verification purposes by an independent verification agency.

PAYROLL ADMINISTRATION

An integral part of your Human Resource Management is to ensure that your Employees are paid timeously, receive the correct payment and that all the statutory returns are submitted before deadline dates. Labourwise Human Resources’ payroll administrators are accredited by the ICB and offer a fully integrated payroll service which includes the following:

• Processing the company payroll on a monthly, weekly or fortnightly basis;
• Calculating and deducting company contributions and statutory requirements;
• Generating, printing and/or emailing payslips in a secure way;
• Generating, printing and/or emailing monthly reports;
• Generating and printing of IRP5s and IT3(a)s

SKILLS DEVELOPMENT LEVY

Training your Employees and ensuring that skills are developed within your organisation plays a vital role in ensuring the long terms viability and sustainability of your business. Labourwise Human Resources can assist you in receiving maximum value from this process by helping you in claiming back a significant portion of your Skills Development Levy (SDL) paid annually. This is done by assisting you in the drafting of Skills Development Plans and reports to your SETA.

We can also advise you regarding Learnership programs and their associated tax deductions as well as maximising employment creation incentives promulgated by government from time to time.

PERFORMANCE MANAGEMENT

Keeping track of your Employees’ work performance can be a vital cog in the success of your organisation and a performance management system can be a very useful tool in ensuring that their goals are the same as yours. Employees crave for one on one feedback from their managers and Labourwise Human Resources’ systems are designed to ensure that this takes place in a constructive and motivating environment.

We can assist you in setting up and maintaining a Performance Management system that is suited to your organisation, which includes: drafting comprehensive job descriptions, monitoring probationary employees and tailoring reward packages to the system.

We can also offer assistance to employees not meeting their expected performance.

STANDARD OPERATING POLICIES AND PROCEDURES

It is vital for companies to have up to date Standard Operating Policies and Procedures in place. Ensuring that all employees in your organisation are aware of the policies and procedures is essential. This helps in ensuring that tasks are performed to the required standard and that there is conformity and consistency in dealing with them. It also provides you with continuity particularly when employing new staff.

Labourwise Human Resources can assist you in drafting and maintaining Policies and Procedures that are easy to understand, are practical and compliant with relevant legislation.

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