A Woman’s Pregnancy Status During A Job Interview: These Are The Boundaries Drawn By Legislation
We all know that applying to enter the employment market and the stress that accompanies the interview process may be an ordeal all on its own. It is arguable that for a woman, an interview can take a swiftly unjust turn as soon as the seemingly practical, though mostly invasive, question is posed by her interviewer: “are you currently pregnant, or do you intend on having children soon?” The above may give rise to the following consideration: Can an employer dismiss an employee who failed to...
DYK – An Employee Should Not Claim Medical Disability And Simultaneously Be Employed
Employees who are temporarily or permanently medically boarded may claim UIF or a SASSA medical disability grant, depending on their circumstances and whether they meet the requirements to submit a claim. A SASSA disability grant will be awarded, according to their website, if the claimant meets the legislated requirements and is not receiving any other disability benefit, and where the medical assessment confirms that the claimant cannot work because of their condition or disability. An...
Episode 112: When does an employee’s conduct constitute abuse of sick leave?
SEESA Labour Law experts Anel Pistorius and Gysbert Janssen discuss the situation where an employee's conduct under circumstances of alleged state of illness needs closer examination. This topic is discussed with reference to recent case law and prevailing labour legislation to enable employers to make informed decisions on how to deal with situations like this and to determine when misconduct is being committed. Click play to listen to our podcast! Contact your nearest SEESA office to assist...
Medical disability
Have you ever needed assistance or wondered how to proceed when an employee has a medical disability or the doctor has booked them off for a period and advised that they cannot return to work? The below provides some assistance in understanding the process and options available. Suppose an employee suffers from a mental or physical disability that renders them unfit to work for a period exceeding six months, the employee may be regarded as suffering from a medical disability. A temporary...
Does A Consumer Always Have The Right To Return A Product And Request A Refund?
The short answer is No. Normally, if a consumer bought a product, it may not be returned for a refund unless there is an additional refund policy in place and a valid reason in terms of the Consumer Protection Act. Valid reasons in terms of the Act are: The product is defective within six months after delivery, subject to investigation and misuse, wear and tear;The product was bought after direct marketing and the consumer cancelled the agreement within five business days;The consumer did not...
The Important Steps To Be Taken By A Responsible Party When A Data Breach Has Occurred.
An essential aspect of complying with the Protection of Personal Information Act 4 of 2013 (hereinafter ‘the Act”) is informing Data Subjects of security compromises/data breaches. This appears to be amplified by the digital era, where companies store most of their data on digital platforms, thus opening themselves to possible data breaches. In terms of Section 22 of the Act, a responsible party, any public or private body who process information on paper or electronically within South Africa,...
DYK – The Consumer Protection Act defines how long a fixed-term agreement should be and when it may be cancelled?
In terms of Section 14, read with Regulation 5 of the CPA (Consumer Protection Act 68 of 2008), a fixed-term agreement with a consumer, who is not a juristic person, should not typically exceed 24 months from the date of signature by the consumer. A Consumer may then also cancel the agreement upon expiry or even at any other time by giving 20 business days’ notice in writing. If the agreement expires, it will automatically continue on a month-to-month basis unless the consumer expressly...
Episode 111: What Documents Are Required For A Successful Workplace Skills Plan Submission?
SEESA Skills Development Facilitators Simone Van Den Berg and Catherine Jugmohan discuss the documentation required for a successful Workplace Skills Plan submission as well as the frequently asked questions from our clients. They also focus on the benefits of claiming back a portion of your Skills Development Levy paid to SARS, the documentation required, and how your assigned Skills Development Facilitator can assist with this process. Click play to listen to our podcast! Interested in...
Your Business And The Consumer Protection Act 68 Of 2008
What is the Consumer Protection Act? The Consumer Protection Act (the “CPA”) has been promulgated into law to regulate the terms in which consumers enjoy special protection against suppliers, which main goals are to: Prohibit certain unfair marketing and business practices; Promote a legislative and enforcement framework referring to consumer transactions and agreements; Provide for improved standards of consumer information;Establish norms and standards relating to consumer protection; andTo...
If You Have Received A BCEA Form 15 Application, What Should You Do?
An employer should do the following once they have received a compliance order from the Department of Labour or Bargaining council: Comply with the compliance order received (consult a SEESA Legal advisor first) within the stipulated time frame mentioned on the compliance order. This time frame is usually 14 days; Refer a dispute concerning the compliance order to the CCMA. Suppose the employer does not comply with the compliance order or does not refer a dispute within the days stipulated on...