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?
By Zanele Lecage, Information Technology Recruitment Consultant at Altron Karabina
Finding the right candidate for a position is vital but can be a time-consuming process, particularly when faced with several applications, as is common in graduate recruitment programmes. Much like dating, hiring involves a significant investment of patience, skill, and understanding. Just as in dating, the hiring journey doesn't always unfold smoothly and may outnumber successes.
However, amidst the traditional recruitment landscape, a new concept is currently in use at some top South African universities. This concept aims to introduce graduates to various leading South African companies across various sectors and has proven to be a valuable and effective way of identifying talent.
The Labour Courts are most intolerant of employers who do not follow their own disciplinary policies and who cannot justify their dismissal decisions based on the facts of the case at hand.
In Riekert vs CCMA and others (2006, 4 BLLR 353) case Riekert was fired for having gained access to confidential information without authorisation. He took the employer to the CCMA but the arbitrator upheld his dismissal.
He therefore took the arbitrator on review to the Labour Court where the judge made the following findings:
Read more: DON’T DELAY THE BRINGING OF CHARGES: And don’t bypass your own disciplinary policies
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