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Dear SEESA, Please note that all SEESA Corporate Identity documents have been updated with the new director’s details. All further communication should use the updated Letterheads and Marketing Templates. You can find the updated documents as well as any additional SEESA related marketing material on the Intranet at SEESA MEDIA. Click on the image below to access SEESA Media:

. What is your current position at SEESA?How long have you been in the department?Tell us about your running shoes…Do you have running mates or do you train solo?When do you find time to train?What is your advice to marathon runners?What do you eat and drink before, during and after the race?What motivated you or convinced you to take up ultra-marathon running?Were you confident going into the race?Describe how does it feel to complete the Comrades.What do you think about when you are out...

Amendments to the Skills Development Element (Code 300) of the BEE Codes of Good Practice as published on 31 May 2019 will be effective as of 1 December 2019. In terms of these amendments to the Skills Development Element, the compliance target for skills development expenditure on learning programmes for black people has been reduced from 6% to 3.5% of the leviable amount and the weighting has been reduced from 8 to 6 points. This target includes all accredited as well as unaccredited...

Due to the increased importance of the Skills Development Element (now being a priority element), more and more clients are looking at Learnerships as a possible solution. However, it became clear that clients were not entirely comfortable with the details. The following presentation will briefly explain the WHAT and WHY of Learnerships.

It is that time of the year again when you have to submit your Employment Equity report with the Department of Labour if you qualify as a Designated Employer.  Section 21 of the Employment Equity Amendment Bill Act 47 of 2013 states that all designated employers must submit their employment equity reports annually on the 1st working day of October (for manual submissions) or the prescribed date (for electronic submission) which usually closes in January (15 January 2020). All...

After an employee claims that they have been unfairly dismissed, the usual route to follow is to refer an unfair dismissal to the CCMA. The commissioner will then make a ruling and if any party does not agree with the ruling that party can take the matter on review to the Labour Court. However, if the case is not reviewable that is the end of the road, right? In a recent case of Archer v Public School - Pinelands and Others (C362/17) ZALCCT 10 the employee referred an unfair dismissal case to...