Did You Know? – An Employee Has Personal Liability In Terms Of The Occupational Health And Safety Act 85 Of 1993.
Employees have a duty of care in terms of Section 14 of the OHS Act to take reasonable care for their health and safety and that of their colleagues and co-workers. They are to obey health and safety regulations as provided by the employer and the OHS Act. Employees have to report any possible unsafe and/or unhealthy procedures, areas or an incident that might have occurred, to the employer or health and safety representative as soon as possible. Should an employee fail or contravene his duty...
Yet Another Council For The Food Industry
Despite the fact that there already exists two Bargaining Councils and a Sectoral Determination, regulating the food, catering, restaurant and fast food industry nationally and provincially, the Minister of Employment & Labour allowed the registration of yet another Bargaining Council in the same or similar industry. On 8 January 2021, she extended the Bargaining Council’s main agreement for the Fast Food, Restaurant, Catering & Allied Trades (BCFFRCAT) to non-parties in the industry....
Episode 59: Can The YES Initiative Enhance Your Company’s B-BBEE Status?
SEESA BEE & Labour Legal Advisors, Edmund Drake and Tinita Gerber discuss the Youth Employment Service (YES) initiative and how it can be used to enhance your company’s BEE status. They discuss how YES practically works and the procedures to follow. They also focus on the requirements and the benefits of making use of the YES initiative. Click play to listen to our podcast! Contact your nearest SEESA office for a BEE legal adviser to assist your company with the YES initiative and to...
Identifying The Rights Of Breastfeeding And Pregnant Employees In The Workplace
Since the democratic elections in 1994, there has been an increase of females joining the workforce. The aforementioned influx resulted from legislative support that promoted access to education and employment for women and economic and financial circumstances that necessitated women to earn an income. The government turned its attention to laws that promoted gender equality. A study done in Cape Town from April to August 2018, conveyed that employers and employees are blissfully unaware...
Did You Know? – Self-Managed PayRoll And PayRoll Training Is Free To All Existing SEESA Clients
- No Licensing Fees - Unlimited free training and support - Complete Payroll setup - Comprehensive reports - IRP 5 recons - Payslips - Processing of payroll Payroll software that works for you – manage your payroll from anywhere in the world with a cloud-based, streamlined payroll system. To find out how SEESA can help your business visit our website for more: https://bit.ly/38SBoUH "SMS" the word "SEESA" to 45776 with your query and a professional Legal Advisor will contact...
Did You Know? – Self-Managed PayRoll And PayRoll Training Is Free To All Existing SEESA Clients
- No Licensing Fees - Unlimited free training and support - Complete Payroll setup - Comprehensive reports - IRP 5 recons - Payslips - Processing of payroll Payroll software that works for you – manage your payroll from anywhere in the world with a cloud-based, streamlined payroll system. To find out how SEESA can help your business visit our website for more: https://bit.ly/38SBoUH "SMS" the word "SEESA" to 45776 with your query and a professional Legal Advisor will contact...
FAQ – Can An Employee Claim For UIF Benefits If They Resign From Work?
No, if an employee voluntarily resigns from an employer, they cannot claim for UIF benefits. Similarly, the employee cannot claim UIF Benefits if they have absconded/deserted from work or suspended. When an employer terminates an employees' services that employee can claim by applying to the Unemployment Insurance Fund (UIF). Provided there had been contributions made to the UIF while working/employed. To find out how SEESA can help your business, visit our website for more:...
What Is The Difference Between POPIA, PAIA And Who Must Ensure Compliance In Your Business?
With all the compliance acts that came into effect over the last few years, business owners could easily get confused with all the different abbreviations they frequently encounter. Two of these acts that have a similar ring to it are the Protection of Personal Information Act (POPIA) and the Promotion of Access to Information Act (PAIA). The wording of these acts makes it clear that both have to do with the information. On the one hand, there is an act that aims to protect personal...
Episode 58: Can One Change Conditions Of Employment Due To COVID-19 Related Pressure?
SEESA Labour Legal Advisors, Charl Vollgraaff and Lizca Samuels discuss the important question of whether an employer may change Conditions of Employment, and if so, under what circumstances. They focus on the procedure to be followed, inducing risks and remedies available to the employer and employee. Click on the play button to listen to our podcast! Contact your nearest SEESA office to assist your business with labour related queries, alternatively, leave your contact details on our website...
Disciplinary Action – Employee Misconduct Outside The Workplace
It is generally accepted, and a recognised principle in Labour Law that during working hours and while performing duties at work, an employee is subject to the rules of the workplace and further that an employer has a right to discipline an employee for misconduct committed. The question that often arises is whether an employer can discipline or even dismiss an employee for misconduct committed after hours and away from the workplace? This is referred to sometimes as away-from-work misconduct...