Criminal records and interviews

Managed Integrity Evaluation (MIE) conducted 741 560 criminal record checks of which 10% were found to have criminal records. 48,167 of these candidates did not disclose that they had a criminal history upfront. Could you be in a similar situation with your prospective employee?

The next question would be whether I am allowed to ask my potential employee during the interview whether or not they have a criminal record. The rule of thumb in such a situation is that if the question is job related, it should be appropriate to be asked and answered.  Read more →

The employment contract

Compliance with legislation can be intimidating, especially for business owners without a legal background. Labour law is not negotiable and compliance requires specialist knowledge. This poses a business risk to the employer. To comply with legislation is not a luxury, it is a must and can be overwhelming and extremely time consuming. Employers should however realise that legislation can also be used to protect your business and minimize risk by proactively positioning the business with regards to possible future disputes. Read more →

Notice period: 4 weeks or calendar month?

Employers and employees have different interpretations when it comes to the notice period to terminate the employment relationship.

The Basic Conditions of Employment Act (BCEA) stipulates that an employment contract may be terminated on notice of not less then four weeks if the employee has been with the employer for one year or longer.  Read more →

Tools to effectively manage labour legislation

Labour risk is a huge business risk. To ensure the sustainability and profitability for of your business, labour legislation needs to be managed in a proactive manner. This ensures a working environment with reduced conflict, friction and misunderstanding, which in turn creates a structured environment respective for growth.

Herewith a few tools to assist employers in managing labour relations in their businesses:

Registration

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Bonus – terms and conditions

Labour law applies to all employers and employees and aims to regulate labour relations. As a result, this ensures that fairness and reasonableness prevails in the workplace. Standard procedures, clear rules and guidelines in the workplace ensure that every individual knows what is expected from him/her. Consequently, this promotes proper communication between the employee and the employer. A common misconception in the workplace is that the employees are entitled to an annual bonus and increases. Read more →