Episode 137: What To Expect When Faced With An Employment Equity Director General Audit?
SEESA Skills Development Facilitators Kameron Chetty and Claudia Havenga explain what to expect when faced with a Notice of Inspection from the Department of Labour for Employment Equity. They also clarify what documentation is required should you receive a Director General review based on recommendations should you be found non-compliant with the Employment Equity Act. Click on the play button below to listen to our podcast! Interested in having your own SEESA Skills Development Facilitator...
What You Need To Know When Dealing With A Possible Security Compromise.
Security Compromise is a very scary and threatening situation. Knowing what to do if such an unfortunate event takes place makes it easier and helps to overcome this frightening event. As soon as your company experience any form of security compromise of sensitive or personal information, whether it is information of your clients, suppliers, or employees, the following needs to be done as soon as possible. Section 22 of the Protection of Personal Information Act reads that Notifications...
When Should Companies Report To The Department of Labour As Newly Designated Employers For Employment Equity?
Once an employer becomes designated for employment equity, the process to comply with the Employment Equity Act No.55 of 1998 commences. This is where an employer focuses on what is identified as the six duties of a designated employer. These duties include appointing an employment equity manager, communication and awareness to your organisation and employees, appointing an employment equity committee, conducting and documenting workplace analysis, compiling an Employment Equity plan And...
The Benefits Of Career Planning In Terms Of Skills Development And Employment Equity.
According to Brown (2011, pg 253), the purpose of career planning is “to develop and promote high-potential employees in channels where abilities will be used to the fullest.” Career planning not only holds benefits for the employee, but also the employer. The benefits of career planning for an employer are: To ensure the organisation has candidates readily available to meet organisational goals.Promotion and staffing from within the organisation;Solve certain staffing problems by ensuring the...
DYK – Domestic Workers Are Now Covered By The Compensation For Occupational Injuries And Diseases Act 130 Of 1993 (COIDA)?
A domestic worker, in terms of the Basic Conditions of Employment Act, is defined as any employee who performs domestic work in their employer’s home. This includes gardeners, a person employed as a driver and or a person who takes care of children, the aged, frail or the disabled. In a landmark decision, the Constitutional Court in Mahlangu and Another v Minister of Labour and Others 2020, ZACC 24, declared the exclusion of domestic workers under COIDA as unconstitutional. This finding has...
Episode 136: The PAIA Manual – Mandatory as of 01 January 2022
SEESA Consumer Protection & POPI Legal Advisors, Remolla Naidoo and Ashlin Naidoo discuss the significance of Section 14 and 51 of PAIA, which stipulates that the Information Officer of a public or private body must compile a manual containing certain information. Click on the play button below to listen to our podcast! Should you require further assistance or any POPI-related advice, please contact your nearest SEESA office for professional legal support. Alternatively, leave your contact...
How Much Annual Leave Are Employees Allowed To Accumulate?
Annual leave and its accrual thereof has always been subject to misunderstanding and controversy. Employers in the past have allowed staff to accrue an indefinite amount of leave. In some instances, employers allowed employees to sell leave days as same may have benefited the business. The differing views and the application of the provisions in the Basic Conditions of Employment Act 75 of 1997 has lead us to answer the question mentioned above: how much annual leave is an employee allowed to...
What Is The Obligation Of The Supplier Who Delivered Incorrect Goods?
The supplier must, within ten business days after the delivery of any incorrect goods to the consumer, inform the consumer that goods were delivered in error. Those goods become unsolicited only if the supplier cannot recover the goods within 20 business days after informing the consumer. A consumer has no obligation to pay a supplier for unsolicited goods or services or a deliverer for the cost of delivery of any unsolicited goods. To find out how SEESA can help your business visit our...
Security Compromises As Required By Section 22 Of POPIA
If your company has experienced a security compromise, the information officer or deputy information officer will be required to complete a pdf fillable form from the Regulator’s website. Failure to do so could mean the notification is non-compliant. When you have experienced a security compromise, you must notify the Regulator as soon as possible using this notification form. The Regulator will then send an acknowledgement of the notification with a reference number. The responsible party is...
DYK – Informal Training Is Capped For Purposes Of BEE Calculations?
Informal training comprises both your unaccredited external training as well as your internal training. This type of training usually falls under Category F & G on the Skills Development Matrix. External informal programmes are structured and can take the form of short courses, workshops or seminars. Upon completion, the trainee receives a completion certificate or attendance register from the training provider. Internal training is generally done in the workplace and results in an...