To mark International Women’s Day (IWD) on Thursday 8 March 2018, PwC surveyed over 3,600 professional women (aged 28-40) to find out about their career development experiences and aspirations. The survey included respondents from employers across 27 industry sectors and from over 60 countries worldwide. These women are at the point in their working lives where the gap between men’s and women’s progression begins to widen significantly and the challenges of combining careers and personal priorities increase.
On 22 January 2018, at the ripe old age of 90 Minnie Mouse received her star on the Hollywood Walk of Fame. This was 40 years after her male counterpart, Mickey, received his star. A stark reminder that, even in the world of make believe, women continue to get a raw deal.
In order to strike the balance between carrying the financial impact of the National Minimum Wage (NMW) and minimising job losses, organisations need to ensure they are prepared. Understanding the impact of the NMW, and the solutions available to mitigate it, can enable businesses to manage this process and strike that balance.
There is a wealth of new methods, backed by research and new data sets, to inform the hiring of executive teams. Despite this, many companies still approach hiring based on outdated principles and concepts, which means that they are not making optimally successful hiring decisions.
With the imminent relaxation of the use and cultivation of dagga, it is important for management to carefully look at their workplace policies. Workplace policies need to be very robust, given that both employers and employees are tasked with creating a safe workplace.
Currently, South African employment laws provide minimum leave entitlements for all employees for annual leave, sick leave, family responsibility leave, and unpaid maternity leave for female employees. A proposed amendment will introduce, for the first time, a new leave type of Parental Leave.
The postponement of suspended Eskom executive Mathsela Koko’s disciplinary hearing highlights just how costly and drawn out disciplinary procedures can be when lawyers become involved in the process. It also begs the question: Under what circumstances does the employee have the right to engage legal representation in respect of a disciplinary hearing?