Pretoria – Labour Minister Mildred Oliphant says South Africa needs to find a solution for the seemingly failing labour bargaining structure.
“Government, unions and business have an important role to play in order to maintain a stable labour force and fair labour practices that will attract investors and inspire economic growth in the long run,” said Minister Oliphant.
She was responding to the Industrial Action Report 2013, which shows an increase in strike incidents from 2012 to 2013.
The report, launched on Friday by the Minister, shows a rise in strikes from 99 in 2012 to 114 in 2013. A total of R6.7 billion in wages was lost due to the participation of workers in strikes, compared to R6.6 billion in 2012.
The strike-related information analysed is based on information supplied by employers in the Labour Relations Act Forms 9.2, after a strike incident ends in a work place.
The report is based on strike analysis in the last 12 months of 2013.
Minister Oliphant said the findings do not attempt to report extensively on the current industrial disputes in the country in 2014.
“This is because some of the strikes that my department has identified have not been
Read more: SA needs solution for current bargaining structure: Minister
Embracing difference is key to successful diversity management. South African companies need to look beyond stereotypes created by social organisation, to unlock the inherent talent in people with disabilities in the workplace.
This is according to Sharon Bard, Diversity Manager at Progression, a company that helps both people with disabilities and employers create an empowered and diverse workplace.
“In a country that theoretically embraces difference through various legislation, there are still so many barriers that surround people with disabilities and their career advancement,” says Bard, who has over 20 years’ experience in the field of Sustainable Management of Disability in the Workplace.
“The barriers don’t lie with the person who has a disability,” she explains, “but rather
The 3rd Annual Progression and TDCI Disability Equity Conference
Ensuring compliance with Employment Equity legislation through Skills Development planning can often be a daunting task for those Human Resources professionals, who are tasked with processing this function inside their organisations. Add to that the complexities of Disability Equity and the process can seem ever more challenging. The procedure involved in completing the Disability Equity piece of the puzzle may at first seem complex and challenging. However, with all the Skills Development pieces in place, it is a highly rewarding long-term investment.
This is according to Beth Cook, CEO of Progression, an equity-owned company, aimed at successfully integrating more people living with disabilities into the workplace.
“This year we will be taking you through the practical ways in
Read more: Solving the Disability Piece of the Skills Development Puzzle
Pretoria – The International Labour Organisation (ILO) has adopted a new legally binding Protocol designed to strengthen global efforts to eliminate forced labour.
The Protocol, supported by a recommendation, was adopted by government, employer and worker delegates attending the 103rd session of the ILO Conference currently taking place in Geneva, on Wednesday.
The new Protocol brings the existing ILO Convention 29 on Forced Labour, adopted in 1930, into the modern era to address practices such as human trafficking.
The accompanying Recommendation provides
BY Ivan Israelstam, Chief Executive of Labour Law Management Consulting. He may be contacted on (011) 888-7944 or 0828522973 or on e-mail address:
There are many reasons why parties lose dismissal cases at the CCMA. Mistakes that have been made by the parties include:
q present all of it at the disciplinary and/or arbitration hearing
q present the evidence in a proper manner to enable the chairperson/arbitrator to find in the employer’s favour
The basic reason for poor presentation of evidence is
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