employment contract

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As many who have been through the experience may understand, resignation can be a drawn-out process that can possibly have a bad ending if not handled well. This makes it all the more important for employees to properly understand it in the event that they make that decision.


Underpaid yet overperforming employees have taken a stand by deciding to do only what is required of them, and nothing more. Although this may impact a business' productivity and profitability, the rising cost of living does not match what employees are currently earning. 


In the midst of the growing unemployment crisis in South Africa, jobs are rare and appreciated. But why is job rejection based on the presence of visible tattoos and piercings still a thing? 

 


Sometimes employees do come in to work and declare that they are resigning with immediate effect. This can be for a number of personal reasons, irritation with management, and so on.  This week Ivan Israelstam explains the potential implications for employers when this occurs.


While many individuals look forward to retirement and all it entails, some people want to continue working beyond retirement age. However, this could have legal implications that may allow an employer to terminate your contract once you’ve reached 60 years of age.

 


Labour legislation in South Africa is heavily weighted in favour of employees. The heavy protection of employees against being dismissed makes it very difficult for employers to run efficient workplaces. This in turn compromises the ability of businesses to grow and to employ more employees.


South Africa's Labour Laws aim to support and protect all migrant workers in the country, with no discrimination at play. Certain situations have been brought to light, as some employers are taking advantage of a workers' vulnerability, which the Department of Employment and Labour does not stand for. 


Some time ago I was asked by an employer to assist with preparing for a Labour Court review case. The employer had dismissed the employee for theft but the CCMA had forced the employer to reinstate him.

 


What constitutes offer and acceptance for the conclusion of a contract of employment. Keep reading to find out what Jacques van Wyk, Director, Michiel Heyns, Senior Associate at Werksmans Attorneys thinks.


The unprecedented nature of the Covid-19 pandemic resulted in many workers around South Africa having to work from home. While this may have been strange at first, many workers prefer working from home and what it may entail.

 


Like their global counterparts, South African companies and workers are grappling with a worsening economic outlook as we move into the second half of 2022. And as salary and incentive negotiation season nears, both parties have to grapple with the question of what constitutes fair compensation in light of the prevailing climate.


While it can be extremely difficult to not immediately sign on the dotted line after getting your job offer, the importance of reading your contract thoroughly and understanding the terms of your contract cannot be understated.

 


Key skills include digital literacy, problem solving, adaptability, critical thinking and being able to communicate effectively. While many of these essential skills which are touted for the future of work can be studied for, some are learned – and sometimes the long and arduous way.


Five years ago, Cynthia Mokgobu started a tiny farming operation in her backyard in the Limpopo village of Bochum. Today, she’s supplying vegetables to markets as far afield as Gauteng, and is well on her way to realising her dream of becoming a fully-fledged potato farmer and ensuring food security for her entire village.


The workplace is not what it once was. The pandemic accelerated shifts that were already gaining traction and, today, working environments are defined by increasingly hybrid arrangements, greater mobility and non-linear career shifts. Of course, these changes are also being accompanied by accelerated digital transformation and the rise of automation.


Mid-life is a time when many people reassess their priorities and decide to make a career change. The Covid-19 pandemic has also prompted employees of all ages to rethink their career paths, either due to personal preferences, or because of retrenchment and a shortage of work options.


Businesses in South Africa can debate the pros and cons of the hybrid work model all they like, but the fundamental truth is that Covid-19 has changed the rules, and now skilled workers are in a strong position to influence the employer/ employee environment to ultimately transcend the traditional company culture.


 The ongoing Covid-19 outbreaks suggest that a hybrid way of working could become the norm. This is especially likely in service industries where in-person presence is not as critical to operations. 


On 18 March 2022, the Minister of Employment and Labour (Minister) published the ‘Code of Good Practice on the Prevention of Elimination of Harassment in the Workplace’ (Harassment Code). The Harassment Code is effective from 18 March 2022. The Minister has, simultaneously, repealed the ‘Amended Code of Good Practice on the Handling of Sexual Harassment Cases in the Workplace’.


Both employers and prospective employees feel the pain of the recruitment process.  Job searches are often tense, drawn out and exhausting.  Both sides can benefit from a quicker, more accurate and less costly match. 

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