human resource

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Yes, it is true that our government has lifted its Covid restrictions as a means towards promoting economic activity. While this will assist businesses to improve their sales, employers and employees need to bear some important things in mind:

 


The Labour Relations Act, seven other labour acts and numerous codes of good practice have all been designed to protect employees. And indeed, employees need protection from unscrupulous employers. However, the imbalance is so great that our labour laws leave employers virtually unprotected.


It's no news that modern businesses are choosing e-learning over traditional training and, in the process, may be losing touch with the learning models traditionally guided by a training professional. Enter the Instructional Designer (ID). An Instructional Designer ensures that online learning is seamless for employees, and that knowledge is acquired in digital ways, without an instructor.

 


Human resources is a career field with a lot of potential. It offers several different types of jobs, and it provides you with the chance to help employees in a variety of ways. If you've been considering a career that allows you to serve the employees of a company, then pursuing a job in human resources might be the right choice for you.


As the world of work continues to evolve, so do the responsibilities and functions of a human resource professional. It's important to have a clear understanding of what a career in HR management entails before deciding if it's right for you.


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 The Minister has, simultaneously, repealed the ‘Amended Code of Good Practice on the Handling of Sexual Harassment Cases in the Workplace’.


In this article, Ian McAlister turns the focus to how this integration will improve internal relationships while leveraging off partner strengths.


The Rustenburg Platinum finding and the Shoprite Checkers finding that I discussed in previous articles show that arbitrators and judges are ready to overturn dismissals of employees who have committed serious offences.


Whether the dismissal of an employee who accused a fellow employee of racism and threatened and intimidated her was substantively and procedurally fair.


The presiding officer (PO) of a disciplinary hearing must hear the evidence from both sides properly in order to be able to consider it once the hearing is adjourned for purposes of a verdict. The PO then assesses the evidence collected at the hearing in order to decide whether the employee is guilty or not guilty of the charges. 


The potential penalty of R1 500 000 for a first offence highlights the seriousness with which the Department of Employment and Labour (DOEL) takes non-compliance and shows that they will not hesitate to bring the maximum penalty against defaulters.


Where the job itself is permanent it is dangerous to employ staff on anything but a permanent contract. This is firstly because the Labour Relations Act provides for fixed-term employees to have a reasonable expectation of renewal of their contracts at the expiry date.


Whether the dismissal of an employee who attended work whilst awaiting a Covid-19 test result, who continued to report to work after the Covid-19 test result came back positive and who failed to follow health and safety protocols in the workplace, was fair.


The Department of Employment and Labour is set to conduct virtual Employment Equity workshops from 1 September.


Ntanzi and others v Affirmative Blasting

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