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The biggest impact of the technological workplace revolution will be felt by women.

Women are still being treated unfairly at work and at home, even though the topic should have reached maturity by now.

West says that as a business school the GSB recognises that it has a key role to play not only in educating and empowering women but in creating opportunities and platforms for them to speak out and participate in vital conversations around growth and development. 

How does the dispute resolution system work in South Africa? New employers and new employees in the human resources, personnel, and industrial relations fields, as well as students will find the explanation by Ivan Israelstam this week very useful.   

“There is no way that we can be competitive as a nation without vigorously tackling the gross under-performance of our education and training system that is stealing so many children’s futures.

Jeppesen and the Aircraft Owners and Pilot Association team up to launch 2017-18 Captain Jepp Challenge.

As a parent you want to ensure that your child makes good career decisions, but how do you do that without encroaching on their ambitions?

This week Ivan Israelstam provides a comprehensive explanation on what is required to investigate allegations of misconduct.  Ivan points out that ignoring incidents represents poor management, but before acting upon allegations of misconduct, it is important to conduct investigation into the all the relevant evidence of misconduct. 

This week Ivan Israelstam addresses the danger of an approach used by some employers, who have not effectively managed performance and behaviour. To remove "troublesome" employees - who should have been disciplined or performance managed - the employer goes to great lengths to manipulate positions, and to create a redeployment pool, which effectively amounts to a redundancy pool. Ivan demonstrates how the Labour Appeal Court has the power to uncover alternative agenda, and the consequences of such poor management performance. 

South Africans must brace themselves for a busy Tuesday, as hundreds of activities will take place around the country in celebration of the annual Nelson Mandela International Day.

South Africans must brace themselves for a busy Tuesday, as hundreds of activities will take place around the country in celebration of the annual Nelson Mandela International Day.

This week, Ivan Israelstam explains the legally distinct reasons for dismissal: for misconduct, for poor work performance, and for operational requirements.  These are distinctly different reasons, and each has a distinctly different procedure to achieve a legally compliant dismissal. There are always exceptions in the cases, but employers are well-advised to follow the standard methods for each circumstance. 

Even though Khayelitsha entrepreneur, Bulelani Mvotho (39), endured a number of set-backs he persevered and today Snapshot Mobile Cinema is celebrating its 10th year with a sponsorship from the MTV Staying Alive Foundation based in London.

The University of Cape Town (UCT) will award an honorary doctorate to social activist Zackie Achmat for his contribution to social justice in South Africa.

Tax Season 2017 has officially opened and the South African Revenue Service (SARS) has issued some helpful tips to assist taxpayers.

Everyone can quote examples of entering a retail store, other service provider, or office, looking for service - only to find an employee filing their nails, or talking on a private call on their the cell phone, or clearly on a social network. Now who is responsible for this behaviour?  Yes, the individual himself or herself, but the key question is where is management?  Why is this employee allowed to behave like this in company time? This week Ivan Israelstam approaches the issue of management responsibility.

What is deemed ethical to one person might not be considered ethical to another – but how does one decide who is right? As the modern business environment continues to be plagued by challenges such as corruption, the subject of ethics becomes ever more important.

This week Ivan Israelstam explains why it is important that an employee should be allowed to cross-examination witnesses giving evidence at a disciplinary hearing. Sometimes a chairperson will interrupt or limit the employee's questions.  What is the implication when this happens?

In 2017, The CEO SleepOut™, showcased by The Philanthropic Collection, is empowering an exciting Special Chapter; The SheEO SleepOut™. This year, we’re calling on female business leaders to Rise To The Challenge, and spend a night sleeping outdoors at The Union Buildings. T

What is a "transfer as a going concern" and what are the implications for employees who are part of the transfer? This week Ivan Israelstam explains how the courts have developed the answer to these very complex questions over a period of time. 

South Africa scores poorly when it comes to the number of women in senior management roles. New research shows that women hold 28% of senior management roles in businesses with only 3% having a female CEO. This is 5% lower than the global average of 8% with 31% of SA companies having no women in senior management positions.

Corporate reputation can’t be quantified at operational level. It doesn’t show up in quarterly revenue columns or profit lines.

What rights does an employer have to discipline an employee for misconduct outside the workplace? What will be taken into account when an employee commits an offence - or a related crime - outside the workplace? This week Ivan Israelstam explains what factors will be taken into account by the CCMA. 

This week Ivan Israelstam persuades employers to protect themselves by joining an employer organisation - so that they have protection at the CCMA. Ivan expresses the opinion that labour law provides very little protection for employers and that the protection of employees has been increasing over time. He provides examples from the cases.

 

This week Ivan Israelstam asks the question: why do employers continue to get it wrong?  The requirements are clearly laid out in plain English, but employers don't follow the procedural consultation requirements.  Even though there may be a valid operational requirement, it is still necessary to ensure that the procedures according to the Labour Relations Act are still followed - to ensure a procedurally fair retrenchment.  

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