Blog Articles

A common perception in the workplace is that a zero-tolerance policy may be implemented for any form of transgression and that dismissal is imminent and automatic if said policy is ever breached. It has become customary practice for employers to implement zero-tolerance policies in the hope of a quick fix for the specific transgressions that occur.

It is important to note that having an Occupational Health and Safety (OHS) policy is therefore not optional, and organisations are in fact mandated by law to have a signed policy available and visible in the workplace.

Both skills development and employment equity are business imperatives to comply with statutory and Broad-Based Black Economic Empowerment (B-BBEE or BEE) scorecard requirements.

The first Companies Act was implemented in 1926 and was based on the Transvaal Companies Act which was written in line with the British Companies Act 1908. Since then it has been amended twice and today we are using the Companies Act of 2008 (“the Act”). The importance of the Act is to provide for the incorporation, registration, management and capitalisation of profits in every company.

Employers and Employees often complain about being unsure what is expected of them regarding aspects of their employment relationship. It is advisable to conclude a contract of employment which stipulates the respective contractual obligations, rights and the terms and conditions so as to limit both parties’ risks and ensure to that they are aware of what is expected of them.

When a company advertises a new position and applications trickle in, interviews are arranged and background checks are conducted to separate the wheat from the chaff. A reliable reference can make or break the trust already established by the parties.