WRITTEN PARTICULARS OF EMPLOYMENT

Many Employers do not adhere to the basic fundamentals that today you need a written Contract of Employment with your Employee, as stipulated in Sec 29 of the Basic Conditions of Employment Act.

Some Employers think that by having written contracts will cause more problems than if you do not have a written contract.In fact,it is exactly the opposite.A well drafted Contract of Employment can protect the Employer in many instances,one of which relates to restraint of trade when an Employeee leaves your employment.

When one buys a house,a car or enters into an Instalment Sale Agreement,one does not think twice that the agreement is in writing.

So why should an Employment Contract be any different?

DISMISSAL OF AN EMPLOYEE-ONUS ON EMPLOYER TO PROVE PROCEDURAL FAIRNESS

The Labour Relations Act provides that the onus of proving procedural fairness when dismissing an Employee is upon the Employer.

Many small to medium size Employers do not have written Discliplinary Procedures in place and,in fact,do not understand how easy these procedures are to put in place and be compliant with the Law.

In order to avoid reinstatement of Employees or heavy penalties imposed by the CCMA due to procedures not being fair,all Employers should have written Disciplinary Procedures in place.

We are able to provide these Procedures in a simple and cost effective manner which is easily understood by both Employer and Employee.

A 10% discount will apply to all ROCCI,Wesrand Businesses and NBC members.

EMPLOYERS SHOULD ENSURE LEAVE RECORDS ARE UP TO DATE AFTER THE WORLD CUP

With a vey successful World Cup quickly drawing to a close,Employers should ensure that thair Employees leave and attendance records are fully updated.

Should an Employee have a bad leave or attendance record it is virtually impossible to dismiss that Employee,should proper records not have been kept.

By Employers keeping proper records,disciplinary action can be brought safely against errant Employees,which action could eventually end in a legally valid dismissal.