BY lvan lsraelstam, Chief Executive of Labour Law Management Consulting. He may be contacted on (011) 888-7944 or 0828522973 or on e-mail address:
The Labour Relations Act (LRA) gives the Labour Court and Labour Appeal Court numerous and strong powers to make decisions relating to labour disputes. Section 158 of the LRA gives the Labour Court the power to make, amongst others, orders:
These orders may deal with various dispute types including unfair dismissals for misconduct, poor performance, illness and operational requirements.
The workplace is changing, and Gen X and boomer managers need to adapt to the new generation of leaders: millennials. Millennials have different expectations and needs than their predecessors, and they require a different style of management.
Here are a few reasons why Gen X and boomer managers need to understand the importance of a new style of management for millennial leaders:
Read more: Embrace a new management style and lead your team into the future!
Mining companies face significant safety risks associated with the use of nyaope and cannabis among their employees, jeopardising both the well-being of workers and the overall safety of operations. These substances can severely impair users' ability to concentrate, posing challenges to maintaining focus during work. To ensure the safety of mineworkers, minimise incidents of injury, and maximise productivity, mining companies should consider adopting saliva testing as a more suitable method of screening. Saliva testing offers shorter detection periods indicating recent usage when compared to urine testing. Its sample collection process is less invasive, making employees more willing to comply with testing requirements. Furthermore, drugs can be detected in saliva within minutes of usage, enabling quicker identification compared to urine samples, which may take up to 72 hours to reveal drug presence. Embracing saliva testing can effectively accelerate the detection of drug use among mine employees, promoting a safer work environment.
Legislative necessity for testing
The Mine Health and Safety Act (MHSA) is the primary legislation that regulates health and safety in the mining industry. The MHSA requires mine owners to
Read more: Addressing the growing threat of substance abuse in mining operations
Two experts weigh in…
“In the ever-changing landscape of the South African business world, organisations face a constant challenge in attracting and retaining top talent. To tackle this obstacle head-on, employers are increasingly focusing on remuneration and reward strategies to not only entice the best candidates but also foster motivation and loyalty among their existing workforce.
Competitive Salary and Total Reward Packages: The Quest for Top Talent
“In the vibrant South African job market, where competition for skilled professionals is fierce, organisations are realising the importance of offering relevant and competitive salary structures. Aligning with industry standards, these attractive remuneration packages aim to entice the brightest talent across various sectors, including finance, technology, and engineering. Companies operating in the technology sector, for instance, are known to provide above-average salaries and enticing benefits to secure top-tier AI professionals to tackle the current technology developments. In addition to competitive salaries, employers are crafting comprehensive total reward packages encompassing benefits such as medical aid, retirement plans, and performance-based bonuses. This holistic approach enhances the allure of the overall offering, appealing to prospective employees. The key is to choose a relevant comparison, to consider skills that are critical or in short supply, whilst at the same time taking care of the stable portion of the workforce.
Read more: Unveiling the Evolving Remuneration and Reward Trends in South Africa
Operational circumstances such as takeovers, reduced work orders and financial constraints often create the need for employers to change the employment conditions of employees.
However, labour law severely restricts the employer’s right to make such changes without the employees’ consent. Specifically, under the Labour Relations Act (LRA):
However, what if the employer genuinely needs to change the work circumstances due to serious operational problems?
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