SEESA FAQ – What Options Do We Have If An Employee Claims Sick Leave Without Submitting A Positive COVID-19 Test?
In the latest Government Gazette No. 43400, (Consolidated Covid-19 Direction on Health and Safety in the Workplace Issued by the minister in terms of Regulation 4(10) of the National Disaster Regulations published on 4 June 2020; It was clearly stated that the OHSA (Occupational Health and Safety Act), requires the employer to provide and maintain as far as is reasonably practicable a working environment that is safe and without risks to the...
SEESA Did You Know – COVID-19 TERS Payments Have Been Extended Until 15 August 2020
The deputy minister of employment and labour Boitumelo Moloi announced on Tuesday: “Following due diligence and consultation with the Unemployment Insurance Fund actuaries, and in line with the President's decision to extend the life of the Disaster Management Act until 15th August, we have taken the decision to similarly extend the COVID-19 TERS benefit until 15th August 2020." This means that all businesses can still apply & receive funding from the COVIDTERS Fund. SEESA UIF & CC has...
SEESA Did You Know – Your Business Needs To Be In Good Standing With ROE Submissions & Owing Assessment Before You Can Register An Injury On Duty With CompEasy
To successfully register an injury on duty on CompEasy (Compensation fund), your company needs to be in good standing with both ROE submissions and owing assessment amount. To find out how SEESA UIF & CC can assist your business visit our website "SMS" the word "SEESA" to 45776 with your query and a professional Legal Advisor will contact you!
Circumstantial Evidence And The Evidential Value Thereof
Employers are often faced with difficult positions where the facts surrounding an incident points to the guilt of an employee but there seems to be no direct evidence. The burden of proof in labour law is that an employee can be found guilty if his guilt is proved on a balance of probabilities. This is, however, a lesser burden of proof as in criminal proceedings. Circumstantial evidence is admissible in hearings and is often relied on to prove the guilt of an employee. One needs to understand...
Episode 36. Plain Language – The Consumer Protection Act’s Perspective
SEESA CP & POPI Legal Advisors, Louwrens Bakker and Nelly Nyembe, discuss Section 22 of the Consumer Protection Act which requires information to be in plain, understandable language. Click play to listen to our podcast! Contact your nearest SEESA office to assist you with your documentation or any CP/POPI related queries. #SEESA #ConsumerProtection
POPI Has Commenced On 1 July 2020.
The 1st of July 2020, marks the date on which core sections of the [1]Protection of Personal Information Act has officially commenced. With the [2]final regulations published in 2018 and vacancies being filled at the office of The Information Regulator, the one-year grace period will for most organisations be a daunting time working towards POPI compliance. As part of the implementation processes, all organisations are urged to peruse the regulations published by the Information Regulator....
SEESA FAQ – Can An Employer Still Dictate Working Hours & Targets For Employees On Commission. Only Pay Structure Where No Minimum Wage Is Paid?
Yes, the employer may still have fixed working hours and the parties can still agree on fixed working hours even if the employee is employed on a commission-only basis. The employer will still have to ensure that the employee is paid at least the minimum wage for hours worked depending on the industry in terms of the National Minimum Wage Act, Bargaining Council or Sectoral Determination. *Question answered by Frans Kriek SEESA Senior Labour Legal Advisor To find out how SEESA can help your...
FAQ – What Options Do We Have If We Can’t Afford For Staff To Come Back From Unpaid Leave?
SEESA FAQ - What Options Do We Have If We Can’t Afford For Staff To Come Back From Unpaid Leave? If there is a possibility that further layoff of the staff will place the company in a position to afford the staff again this should be discussed with staff and the company should attempt to reach an agreement with the staff to extend the layoff. If the above is not possible or it will not assist the company and the employer cannot afford staff anymore, they will have to proceed with a...
SEESA Did You Know? You Can Calculate Your BEE Scorecard For FREE With ProFile BEE
Have you ever wondered what BEE rating your business would receive? Calculating your BEE score has never been this easy with your new and easy to use online calculator. Why not try it out for your business? There are no hidden costs involved. Just follow the link for our easy registration process and start using your calculator today.bee.seesa.co.zaOur legal advisors are on standby to guide you through the process of determining your projected score. It’s easy to be BEE compliant, with ProFile...
The Financial Side of a Retrenchment Package
In these uncertain economic times, retrenchments have become a reality for many South Africans. It is important to keep in mind that a dismissal based on an employer’s operational requirements must be substantively and procedurally fair. Retrenching employees may cause a huge financial burden thus when considering retrenchment, one should keep in mind that there is a financial side to it. A retrenchment package may include notice pay, severance pay, pro-rata bonus, ex gratia payment and...