Our PayRoll software is available to all existing SEESA clients:• Payslips;• Processing of Payroll;• Comprehensive Reports• Complete Payroll Setup;• Unlimited free Training & Support;• Individual Payslips;• No Licensing Fees. Interested in SEESA PayRoll?Please visit our website for more information:https://www.seesa.co.za/Paytime.html
“The implementation of DropSuite within SEESA enabled our users to search for any Microsoft 365 data that is archived with DropSuite. It also addressed the Compliance and Microsoft 365 backup concerns we had as a business. Our long-term partnership with Velocity Technology Group contributed to the success of migrating to DropSuite.” Please see the below link to view the case study: https://dropsuite.com/case-studies/seesa-case-study/
Following the announcement by the Minister of Home Affairs on the extension of the Zimbabwe Exemption Permits (ZEP), it is of utmost importance that all South African business owners with ZEP holders in their employ, take note that the grace period to transfer these ZEP holders over to a suitable mainstream visa, as regulated by the Immigration Act 13 of 2002, will end on the 30th June 2023. Should employers wish to assist employees who are ZEP holders, there are a wide range of mainstream...
All employers must submit ROE's to the compensation fund before 31 May 2022 or face penalties. SEESA UIF undertakes to do these submissions on behalf of our UIF clients. Kindly contact the SEESA UIF & COID office to avoid penalties. For more information, contact us today! https://bit.ly/3rfVS2a
The 2021 Return of Earnings submission period for all employers who belong to RMA (Rand Mutual Assurance) is open now. Class XIII employers belong to mining and mining-related industries, iron, steel, artificial limbs, galvanising, garages, metal and related industries. Should you have any questions in this regard, please do not hesitate to contact the SEESA UIF & COID Department. To find out how SEESA can help your business visit our website for more: https://bit.ly/3p3mlze
The promulgation of the POPIA has taken South Africa by storm and has left many businesses with the question of how they can practically implement the Act within their company and whether they will ever be fully POPIA compliant. Luckily, the Information Regulator has released regulations with guidelines to ensure we all have a better grip on POPIA and its implementation. With consent documents looming on the one hand, and questionable marketing calls that are currently flooding consumers, one...
This issue comes up quite often, especially in the contractor industry. The main reason for this is usually because the main contractor who appointed the employer did not pay on time, and subsequently, salaries were paid late by the employer. Often employees will refuse to work, claiming that they have not received their salary as stipulated in their contract of employment, and for this reason, they won’t continue working. This article will shed some light on what the employees are allowed to...
NUMSA has now given notice of their intentions to start a nationwide strike action at 05H00 on Tuesday 5 October 2021. NUMSA’s current demand is a three-year deal, with an 8% increase in year one and 2% plus CPI in years two and three, with the option to renegotiate year three should 2% plus CPI not exceed inflation. This will be a protected strike action for all employees that are members of NUMSA. The employers right to lockout. Employers are entitled to lock striking employees out of their...
A Disciplinary Code is an internal document that the employer of the business drafts. The rules of conduct are underlined in this document, and the suggested penalties for contravening these rules are listed. Schedule 8 of the Labour Relations Act deals with disciplinary rules and procedures. Schedule 8 section 3 (1) states that: “All employers should adopt disciplinary rules that establish the standard of conduct required of their employees. The form and content of disciplinary rules will...
Last week NUMSA declared a wage dispute in the Metal and Engineering Sector (MEIBC). They have failed to produce a mutually agreeable wage increase agreement after ongoing wage negotiations between them and several employer's organisations. NUMSA's starting position was a 15% across the board increase, but this has since been reduced to around 8% for year one and then inflation plus 2% for years two and three. The employers' organisations have slightly different positions. Still, there appears...