Progression, one of South Africa’s leading human resource development and transformation solutions providers, is pleased to announce that it will be establishing new operations in Melbourne Australia this year.
Having built its reputation for pioneering one of the most ground-breaking total disability equity solutions for private and public sector companies, Progression’s CEO, Beth Cook says that the company is delighted to have the opportunity to expand Progression’s international footprint, establish the brand globally and to share knowledge and best practise from both countries.
“It is our belief that South Africa and Australia will
Read more: Progression takes local transformation and disability solutions to international heights
The E-Toll of the HR Highway
It is that time of the year again when Top 20 lists come out and we take stock on what has transpired.
On the HR front the year has been predominantly positive with SABPP heading up the release of industry best practice. Sadly, the year ends with the release of the Labour Relations Act, which has now been confirmed to have an effective date of 1 January.
Some may say that I am being negative however, being a small town boy, any job is important and one job lost is one too many. After years of denying business’ submission that the Act would sadly lead to job losses, the Department of Labour admitted same at the National Council of Provinces in November 2012. Despite this admission in a job scarce country, the Act has found its way into the light.
Under the LRA, A-Typical employment ie non-permanent employment has been regulated.The temporary employment service provider may
by Judith Griessel
The amendments to the Employment Equity Act in August 2014 have brought changes to the unfair discrimination dispensation in terms of section 6 of the Act. Most notably was the addition of so called “unequal pay for equal work” provision as a form of unfair discrimination.
Employers and HR professionals may have heard horror stories about remuneration practices and policies which would have to be entirely overhauled – and some employees no doubt have already jumped onto the bandwagon and lodged claims at the CCMA on this basis.
In an equal pay claim, the employee (complainant) must show that he/she has been
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:
In the case of Walters vs Transitional Local Council of Port Elizabeth & Another (2000, 21 ILJ 2723 the job applicant, a white female with the necessary experience, was short listed for a position of principal personnel officer together with another applicant who was a black male. When the black male was recommended for the post the white female referred to the Labour Court an unfair discrimination application.
The Council’s defence was that it had chosen the black male on the basis of affirmative action principles. However, it was shown that the Council had not formulated an affirmative action plan in accordance with an agreement between the Council and employee representatives. The Court therefore found that
To what extent should an employer who makes alcoholic beverages available to employees during a function, be responsible to try and mitigate the effects of alcohol consumption in order to safeguard employees and to avoid potential legal liability?
It is trite law that an employer can legally be held liable for damages caused by the actions of its employees if those actions took place within the course and scope of their employment. Apart from that, there is potential for reputational damage to the employer caused by intoxicated employees; or harm caused by such employees to themselves or others by driving under the influence of alcohol or when over the legal limit. Health and safety obligations and possible workplace injuries could also impact on the business.
Essentially, employers should be able to demonstrate that they have a least made an effort to try and manage employees’ conduct around alcohol consumption, or preventing them from driving when over the legal limit or in an intoxicated state.
Most employers generally have an alcohol policy in place, stipulating a “zero tolerance” approach to alcohol consumption in relation to their work or workplace. However, this policy is usually relaxed for the purposes of social work functions. It is therefore important for employers to stipulate in the policy what is expected of employees on such occasions. This could include:
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