Please note this newsletter covers the process for small scale retrenchments, large scale retrenchments (Section 189A) where an employer employs more than 50 employees incorporate many more complexities, the process is far more onerous, there are many more stakeholders, steps, remedies, and prescriptive timeframes.
Those that know me will know I always say, “Winning at the CCMA depends on what you have done before you appear at the CCMA.” Many of my clients enter into debates with me when they have reached the end of their tether and are ready to dismiss an employee for very justified reasons, however, have not followed the appropriate procedure and their plans are likely to fail followed by severe repercussions at the CCMA.
It is imperative when recruiting that employers get the right person for the job. The wrong person is a costly mistake. The wrong person will display a lack of productivity, not wanting to live the employer’s brand, and jeopardising the employer’s image not to mention the employer’s time and energy and effort to deal with the management of employee and disciplinary issues. Let’s look at a few common mistakes that employers make when recruiting.
The term POPI Act (Protection of Personal Information Act) has been bandied around for a while now, but the compliance deadline is close approaching 1 July 2021. As businesses obtain personal information for their purposes, they will need to ensure that the information is protected.
As I reflect on 2020, it has a been a crazy year, which I am sure we will all agree sent us on a roller coaster of fear and uncertainty. When lockdown hit, my business was only 14 months old and when the lockdown was extended, I thought there goes my business, what am I going to do? I would like to thank all my clients for the support during this turbulent year.
Employee engagement is defined as the emotional connection that an employee has to the organisation, the organisation’s values and its goals. The degree of engagement is reflected in how much discretionary effort ( going the extra mile) an employee is willing to put into their job.
2020 has been quite a shock to the system and we all need to look at our businesses in a new light to re-evaluate and take decisive action as to which direction we need to follow. To move forward, we need to take our team with us to meet our visions and goals.
There are 6 ways that an employment contract can be terminated:
One method by employees
Two methods through contractual terms, and
Three methods where the employer terminates the employee’s contract.
The wording of employment contracts and the associated clauses are crucial and can affect the employment relationship when circumstances arise at a later stage. Many of my clients and business associates have heard me repeatedly say “be careful what you put in your employment contract. If it’s not done professionally or been properly reviewed, its guaranteed to bite you later.”
COVID-19 has caused deep uncertainty in every aspect of our lives and this flows into the workplace. As a business owner or leader, your ship needs a captain to steer it to safe waters. You may be asking, how do I achieve this?
Lockdown and COVID 19 have wreaked havoc on the economy and businesses have felt the pinch. Employers are having to face financial uncertainty and are looking to find cost-cutting measures. Many employers have been ill-informed and have embarked on cost-cutting measures that are against the labour law and the repercussions will cause a huge financial loss and potentially cause companies to close.
You have been back at work for almost a month – Have you thought of what you will do differently this year? The way you manage staff, the structures and processes you have in place all have a direct impact on whether your employees are an asset or a liability.