It is widely accepted that human capital is a company’s most precious resource. It is crucial that an organisation’s people be kept engaged. Where this is not the case, challenges must be identified and addressed as the risks of towing a disengaged workforce can threaten the very survival of the business.
Employees, earning below the prescribed earnings threshold of R205,433.30 per annum, who are placed with a client by a temporary employment service (TES) for a period exceeding three months are solely employed by the client, and the TES is no longer the employer of that employee.
South Africa’s Employment Equity Act (EEA) contains a number of anti-discrimination provisions, as well as mechanisms for employers to collect, analyse, plan and report on employment equity information. The mechanisms however, do not cater for those employees who do not identify with being either male or female.
Your social media posts, as well your comments and likes on other people’s posts, can be liked or shared and can easily make their way to your employer. A racist comment made on social media is very serious and it is potentially accessible to hundreds, if not thousands, of other social media users. Even if the post is deleted, once it is shared or if some has taken a screen shot, it can continue circulating on social media or the internet.
Skills development is a priority element of the B-BBEE scorecard and it is one of the easiest priority elements to comply with, if you know how...
As unemployment in South Africa jumped to 27.2% for Q2 2018, the proverbial walls seem to be closing in on job seekers. The strain of this appears to be intensified among the youth who account for 63.5% of the total number of unemployed persons,irrespective of education level.
The short answer: if payment of a bonus is a guaranteed right, either in terms of an employee’s contract of employment, an employer’s remuneration or bonus policy, or perhaps an industry regulated Bargaining Council Main Agreement, and the bonus is not dependent on the exercise of any discretion at the instance of the employer or the attainment of individual or company related performance objectives, then...
Common law obliges employees to be loyal to their employers, to carry out their work properly, to protect the employer’s reputation and to avoid conduct that could clash with the employer’s interests. However, there are limits to the employee’s duty of loyalty.