The answer is yes.
With the current energy crises becoming the new reality in South Africa for the foreseeable future, employers must proceed with caution.
There is a common misconception that the principle of “no work, no pay” applies during power cuts. Notwithstanding the reciprocal nature of the employment relationship where an employee provides a service to their employers, the employer, in turn, must remunerate staff for the period.
To mitigate the adverse effects of Load Shedding, employers may implement a short-time system provided that employees receive the required notice in advance. This must be done in line with legislative Bargaining Council directions, which must be consulted.
Further, due to the shortage of work, employers may encourage staff to utilize lunch breaks, training, and attend meetings or seminars during power cuts due to circumstances beyond the employers’ control. All parties must engage in meaningful discussions to find an amicable way forward for all affected.
Ref:https://www.werksmans.com/wp-content/uploads/2015/05/043037-WERKSMANS-may-legal-load-sheeding.pdf
To find out how SEESA can help your business visit our website at:
#TeamSEESA