The Minister of Employment of Labour has extended the Consolidated Main Agreement for the Metal and Engineering Industries Bargaining Council (MEIBC) to non-parties within the industry. All employers must comply with the agreement as of 17 October 2022. In addition to the Main Agreement, the two agreements regulating administrative and dispute levies and the Plastics … MEIBC Main agreement extended to non-parties
According to section 29 of the Basic Conditions of Employment Act of 1997, an employer is obligated to provide the employee with certain written particulars of their employment as a minimum requirement. They are to do so by no later than the first day of employment. Such particulars are defined as the following: The employer’s … Contracts of employment: when there is no written contract
A recent case study found that an employer has no reason to accept a withdrawal of resignation. Employees MUST be sure of their decision before casting it in stone, as it were.
Businesses should have an employees’ handbook to outline the legal framework and company policies behind their set duties and the relationship between them and the company.
With the recreational consumption of cannabis now decriminalised, how does this affect the ruling of cases based on company policies governing the use of this drug?
How does one classify insubordination and what are the legal avenues an employer can take to mitigate against unfair dismissal claims? We provide insight using a case study which took a few unprecedented turns.
Numerous unions affiliated with two of South Africa’s biggest Union Federations namely SAFTU and COSATU have planned protest action in the form of a National Shutdown on the 23 and 24 August 2022. The shutdown is protected in terms of Section 77 of the Labour Relations Act 66 of 1995. Accordingly, employees cannot be dismissed for participating in such protest action.
Dealing with employee absenteeism can be incredibly costly for both you as the employer and the company. We look at what legally constitutes abscondment, provide steps an employer may take to mitigate loss, and describe ethical grounds for dismissal.
Dealing with employee absenteeism can be incredibly costly for both you as the employer and the company. We look at what legally constitutes abscondment, provide steps an employer may take to mitigate loss, and describe ethical grounds for dismissal.
Restaurant owners throughout Gauteng are legally bound to Collective Agreement provisions set out by the bargaining council. We explore each stipulation set forth regarding annual bonuses and employment provisions.
