I have seen on numerous occasions how employers couldn’t prove a case because they don’t know what evidence they may use in a disciplinary enquiry. Employers don’t investigate the incident well enough and often don’t have answers when confronted with questions regarding facts in a disciplinary hearing. This often leads to a case being lost by the employer.  Part of knowing whether you have a case against an employee is to advise your disciplinary code. Measure the employees conduct against the...

If your employee or employees require their driver’s licence to perform their job, and their licence expires without timeous renewal, the employee is driving without a valid driver’s licence. Does your employment contract make provision for this eventuality and the responsibility of the employee to ensure that their driver’s licence is renewed timeously? If not, contact your SEESA labour advisor, and we will assist with the relevant employment contract provisions and or disciplinary process....

With the financial difficulties that most companies are currently experiencing and with the end of the year approaching, the question on everyone’s minds is “Do I have to give my staff an increase this year?”. Salary increases are not regulated by Labour legislation, but whether an employee is entitled to an annual increase is determined by various factors. Collective agreement/Sectoral determination: If your company falls within the jurisdiction of a bargaining council/sectoral determination,...

The Minister of Home Affairs issued directions on the 3rd of July 2020, in line with the National State of Disaster Regulations, which extended the validity period of legally issued visas which expired during the lockdown period to 31 October 2020. This means that lawfully issued visas which expired from 15 February and during the period of the lockdown are deemed to be valid until the end of October 2020. To find out how SEESA can help your business visit our website for more "SMS" the word...