Did You Know? The Regulator may institute a civil action for damages against a business for a data breach.
The Regulator may institute a civil action for damages against a business for a data breach. Whether or not there is intent or negligence. What is a data breach? A data breach can be explained as the intentional or unintentional release of secure or private confidential information to any unauthorised person. A court issuing any order for damages must also order that such breach published in the gazette. Therefore, it will tarnish the reputation of the business.
Can I Make A Black Employee A Shareholder In My Company For An Extra Fee?
Many entities become demotivated when it comes to B-BBEE because they do not have any black ownership or the required black ownership percentage. However, most entities have become creative with ways to achieve ownership points in their entities, but beware that most of these “creative” ideas are indeed fronting, as per the definition in the B-BBEE Act. The business owners, unfortunately, are not aware of the legal consequences of their creativity. What is Fronting? The B-BBEE Act defines...
Episode 89: When Would An Employer Follow Poor Work Performance Rather Than Misconduct?
In today’s podcast, SEESA Labour Legal Advisor’s Shashika Ramjugath and Ronallda Pillay provide a guideline to assist employers in differentiating when to follow poor work performance or misconduct procedures. Click play to listen to our podcast Contact your SEESA Legal Advisor to assist you with any labour related queries you might have. Alternatively, leave your contact details on our website. #TeamSEESA
Disclosure Of Information Before And During Disciplinary Hearings
Many employers had to face the question of whether or not to make certain information available to an employee before a hearing is done or even during a hearing that is being conducted. Information can be confidential, privileged, and sensitive. It is a reasonable concern for the employer to want to know if the employee has the right to request information and whether it would cause problems, should the information be withheld. What information must be given to an employee in regards to a...
Did You Know? – Your business can face a fine if you hire illegal immigrants.
Section 42 of the Immigration Act, 13 of 2002, criminalises the employment of an illegal immigrant. Subsection 42(2) of the Act rejects the claim of ignorance as a valid defence in criminal proceedings, while Section 46 of Act 13 of 2002 as amended by the Immigration Amendment Act, 13 of 2011, makes said criminal act punishable by a fine or imprisonment of 1 year on a first conviction, a fine or imprisonment of 2 years on second conviction and imprisonment of 3 years with no option of a fine...
FAQ – How long will it take to issue a B-BBEE certificate?
Phase 1: • Once your Legal Advisor has received all the required documents from a client, the Legal Advisor will peruse the documents and refer them to a Senior Legal Advisor if deemed complete; • The client will be provided with a preliminary score. Phase 2: • The verification pack is sent to a SANAS accredited verification agency to perform the verification. Phase 3: • The verification process takes on average 4-6 weeks to complete from the date of referral; • The client will receive an...
Internal Disciplinary Action Vs Criminal Prosecution
Have you, as an employer, ever wondered how to deal with disciplinary action when criminal charges are relevant too? Herewith are some advice and pointers to consider. Misconduct in the workplace must be dealt with in terms of labour legislation and guidelines; however, certain misconduct (e.g. fraud or theft) may also warrant criminal investigation and criminal charges being laid against the employee/s in question. Should you, as an employer, suspect any criminal activity, we recommend that...
Possible Strike Action: Metal and Engineering Industry
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...
Episode 88: Practical Compliance To Consent Requirements In Section 11 Of The POPI Act
It is no secret that businesses were given until the 1st of July 2021 to ensure they become compliant with the POPI Act. Although the highly anticipated deadline date has passed, questions and uncertainty regarding what exactly is expected in terms of the condition around consent remain at the order of the day. In this podcast, SEESA Consumer Protection and POPI Legal Advisors, Elsje-Marie van Zyl and Martin Engelbrecht shed some light on the most frequently asked questions concerning consent...
A Beginner’s Guide To The B-BBEE Elements
Broad-Based Black Economic Empowerment (B-BBEE) is a stepping-stone to assist the South African Economy by creating a framework to rights the wrongs of the past. B-BBEE seeks to promote the effective participation of black people in the economy and thereby economic growth. Keeping the above in mind it is clear that all the B-BBEE elements were well thought of and still holds relevance today: Ownership: Black people will have the right to enjoy the economic benefits that result from their...