BY lvan lsraelstam, Chief Executive of Labour Law Management Consulting. He may be contacted on (011) 888-7944 or 0828522973 or via e-mail address:
A branch of a foreign company based in South Africa is not considered to be on foreign soil and is therefore subject to South African law. Our laws strongly protect South African employees. Furthermore, our courts do not easily give up jurisdiction to foreign courts.
For example, in the case of August Lapple (SA) vs Jarrett & others (2003, 12 BLLR 1194) the dismissed employee had been the managing director of the South African subsidiary of German company. He referred his dismissal to the Bargaining Council for the Motor Industry in South Africa. The arbitrator ruled that the bargaining council had jurisdiction to deal with the case. The employer therefore referred the jurisdiction ruling on review to the Labour Court which found that:
Read more: FOREIGN EMPLOYERS CAN’T ESCAPE SOUTH AFRICAN LABOUR LAW
Vodacom Group, recently ranked by the Top Employers Institute as the continent’s number one employer, has now enhanced some of its employee offerings as part of its commitment to creating an inclusive work environment across its markets. With an emphasis on Compassion, Acceptance, Respect and Empathy (C.A.R.E.), the company’s enhanced wellness initiatives include support for all stages of life, such as menopause, and a more encompassing family responsibility leave policy.
“Our employees are the heart of Vodacom. We believe that their well-being contributes directly to our success as a company in fulfilling our purpose of connecting for a better future. By enhancing our employee value proposition through empathetic and inclusive policies and practices, we are creating a workplace culture where people feel empowered to thrive and make a positive impact on their career journey,” says Matimba Mbungela, Chief Human Resources Officer for Vodacom Group.
In a recent research report by Perspectus, almost half of the women surveyed do not feel supported by their workplace during menopause, which can affect productivity and overall employee wellbeing. As part of Vodacom’s C.A.R.E. approach and driving gender equality, the company allows for flexible working arrangements should symptoms of menopause and menstruation be too debilitating to work in the office.
In addition, Vodacom has extended its
Read more: Vodacom Group enhances employee offerings to endorse inclusivity and promote well-being.
Insights by Ntombizone Feni
“How often do we find ourselves grappling with the need for a keen understanding of our ever-shifting environment, or striving to maintain those vital connections with stakeholders amidst the whirlwind? And let's not forget the relentless pursuit of improvement. It's a journey we're all on together, navigating the art and science of change. But here's the good news: we're in the same boat, discovering that, with collaboration and resilience, not all hope is lost. How are you embracing this dynamic landscape?
“Change Management emerges not merely as a function but as a core competency that should be inculcated in every leadership role. It transcends the question of "Whose job is it, anyway?" a question that often leads to the story of four people named Everybody, Somebody, Anybody, and Nobody.
“Let’s delve into some familiar examples and lessons, each facing its unique challenges, and how a comprehensive approach to change management could have altered their course.
Read more: Change Management as a Core Competency for Leaders
By Rhys Evans, Managing Director at ALCO-Safe - 16 February 2024
Drug testing is a critical pillar of workplace safety and productivity. Among the various methods available, urine detection and saliva testing are two prevalent approaches, however, the central question that emerges in their application is their susceptibility to manipulation. Saliva testing is often favoured as being tamper resistant, while urine testing offers a longer detection window, making it suitable for detecting substance use over a longer period despite being vulnerable to interference. Each testing type has its advantages and disadvantages, however, and companies seeking to keep their workplaces free from drugs should be aware of both to determine the suitability of each in accordance with their testing objectives and minimise the risk of interference to ensure the integrity of their testing processes.
Saliva testing vs. urine testing in detecting recent drug use
The difference in the substances detected by saliva and urine tests points to their distinctive roles in workplace testing.
You’ve just received your dream job offer, but there’s a catch. You need to start the new job in a month’s time, but your current employer requires you to give three months’ notice.
Do you have to serve the full three months or is there a way out?
According to the Basic Conditions of Employment Act (BCEA), employers are limited to minimum periods by three categories of notice periods:
So where do three-month notice periods fit in?
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