We have compiled a very unique training product that focuses on 4IR skills whereby businesses can benefit from various skills development programmes as well as a range of SETA-accredited training within their organisation. Various statutory regulations determine mandatory training in the areas of, First Aid, Fire Fighting, Occupational Health and Safety, etc. We have combined online and conventional classroom mandatory training, accredited and nonaccredited training courses into one comprehensive product that is available on an affordable monthly retainer basis.
The main objective of the YES BURSARY FUND is to provide support in the form of study bursaries to black students at Higher Education Institutions such as universities and colleges.
Skills development and employment equity are imperative for businesses that need to complete a scorecard for B-BBEE compliance. We offer a Standard Skills Development Facilitation (SDF) service that excludes any training, we then offer a SDF service plus our Vision 2030 training (great variety of mandatory-, accredited- and non-accredited training courses) and lastly a SDF service plus training plus our Labour Pro service. Our service offering of accredited courses includes accredited management courses, which meet the B-BBEE requirement of Critical and Scarce Skills.
Our professional and qualified employees enable you to focus on your core business by assisting you to make sense of the country’s stringent laws, and ensure that your business policies and practices are aligned accordingly.
The YES initiative signifies huge progress towards facilitating South Africa’s youth to gain work experience through employment placement. Participating in the YES Programme is extremely attractive for enterprises to meet their YES targets. Should entities meet all the qualifying criteria and pre-conditions, which include conducting YES-specific learning programmes, YES can assist entities to enhance their overall B-BBEE status with up to 2 levels.
We at SERR SYNERGY are proud of our qualified team of legal professionals and their collective expertise and skills that will ensure that your business is aligned to BEE legislation and best practice while you focus on your core business. Since 2014, we provide local and multi-national businesses, ranging from SMMEs to large organisations and across a broad spectrum of industries, with tailor-made strategies and solutions to meet South Africa’s legislative requirements.
The introduction of the new Companies Act, 2008 (Act no. 71 of 2008) has implications for all businesses. For public companies there are stricter requirements regarding accountability and transparency.
The Consumer Protection Act can be singled out as one of the most comprehensive pieces of legislation affecting businesses in South Africa. It has replaced five other pieces of legislation and combined all provisions into one Act.
Access to information and the protection of certain types of personal information rights in South Africa are entrenched in the Constitution and are mainly regulated by the Promotion of Access to Information Act (PAIA) and the Protection of Personal Information Act (POPI). All entities must be POPI compliant by the end of June 2021 or face harsh penalties.
Occupational health and safety legislation is applicable to all businesses in any industry, as stated in Section 8(1) of the OHSA 85 of 1993. “Every employer shall provide and maintain a working environment that is safe and without risk to the health of his/her employees”.
South African labour legislation prescribes what employers and employees are able to do, when they are allowed to do it, and how. Labour Pro is an integrated labour and industrial relations service for businesses. We guide and assist businesses in proactive and supportive ways with regard to the required processes and procedures to ensure compliance with labour legislation and to mitigate the risks to which businesses are exposed in relation to employment issues.
The importance of human resource development of black people through empowerment training and development programmes cannot be ignored. Especially for some of the employees who are participants in collective ownership programmes who are unable to actively participate in annual general meetings.