Before the introduction of the South African Constitution of the Republic of South Africa, women had no formal recognition as equal citizens. As shocking as that may sound, only in 1996, did the bill of rights rectify this.
Last month the Department of Labour (DOL) released a media brief noting that the Commission for Conciliation, Mediation and Arbitration (CCMA) has requested that the DOL investigate the growing practice of deliberate circumvention of labour laws amongst employers.
While the 4th Industrial Revolution (4IR) presents immense opportunity for particularly the hospitality industry, the people-centred nature of these businesses will likely see human capital remaining an equally integral component to organisational success.
The NHI is set to be South Africa’s version of universal healthcare where resources are pooled in order to provide health services for everyone. Apart from the many flaws in the manner in which it is being implemented, a most serious flaw is that it is going to be prohibitively expensive. Scant attention has been paid in the South African public discourse to the structure of the proposed system and the problems inherent therein.
Today, more and more businesses are confidently outsourcing business functions, or parts thereof to service providers whom they trust to do the job faster, more affordably, and more effectively than they can themselves.
Navigating complex BEE requirements to ensure compliancy can be a tricky process for many businesses. Since the implementation of BEE in 2003, there have been many high-profile cases of companies found to have faked their BEE credentials and many who have failed their verification audits for other reasons.
Labour law training is an operational necessity. However, it often happens that managers at whom this training is targeted often have the attitude of, 'let HR handle daily disciplinary problems, I’ll just mess it up'. But the implementation of discipline is an integral part of line management’s function and no manager can turn down the opportunity to add to his/her skills.
It’s been said before that businesses should treat employees like customers. Further to this, businesses can turn negative employee feedback into an opportunity to demonstrate listening, transparency and empathy, to assist with attracting and retaining a committed workforce.
New findings suggest that businesses that do not have a flexible workspace* policy risk losing out on top talent. Research shows that 83% of people would choose a job which offered flexible working over a job that didn’t, and almost a third (28%) of people value being able to choose their work location over an increase in holiday allowance.
South African industrial action has become synonymous with violent, unlawful conduct, as was discussed in the recent case of Association of Mineworkers & Construction Union & Others v KPMM Road & Earthworks (JA 147/2017)  ZALAC 28 (31 October 2018).