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...Question: Does an employee have a right to an annual bonus?
Read more...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...
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?
[...]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.
[...]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.
[...]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.
[...]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?
[...]Finally we have clarity about the nature of the forthcoming amendments to the LRA and BCEA.
[...]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?
[...]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 [...]
[...]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.
[...]What does one do with whistleblowers who refuse to testify in a disciplinary hearing because they fear intimidation?
[...]Sectoral Determination 7: Domestic Worker Sector
Domestic Workers – Minimum Wages 2012-2014
Domestic Workers – Contract of employment
Domestic Workers – Explanatory Notes
Domestic Workers – Time and Wage record
Domestic Workers – Certificate of service
Domestic Workers – Sectoral Determination Summary
5 Comments
Response to Jolene: Allowing someone to keep working after reaching the agreed retirement age, could create the expectation of indefinite employment. I suggest that you try to come to an agreement on a retirement date, put it in writing and stick to it.
My domestic worker has reached retirement age. She is still working. How do i retire her and can i force her to go on pension.
Due to the fact that she works for you for more than 24 hours per month, she would be regarded as a permanent employee (even if she works part time). UIF contributions do need to be made.
My domestic worker is working for me for 2 years now but only works 3 days a week 9 hours a day. Is she therefore classified as a permenent employee or part time? Also does one pay UIF for a part time employee?
The minimum wage rates are disgracefully small and should be doubled at least.