What Our Readers Have Discovered In The Past Few Months
The Labour Bulletin provides regular important and relevant information, which will give you advice to solve everyday labour and HR issues.
Our Panel of experts write to you every week on landmark labour events in South Africa and offers valuable and practical information on labour law and HR. Actionable information you can use NOW to benefit your business.
To give you an idea of what to expect when you sign up here are just a few articles our Labour Bulletin readers enjoy reading so much:
Your employee gave you a fake sick note. Here’s what to do
You always want to believe the best of your employees, right? And you want to trust that they’ll be honest in their dealings with you…of course! Unfortunately this isn’t always the case. You’ll get that unscrupulous employee who will steal from you, not tell the whole truth about his work and lie to you about why he wasn’t at work. If the excuse for the latter is that he was sick, but you don’t completely trust his sick note, you can verify that it’s correct.
6 areas to tread carefully when you’re hiring
What questions can you ask a prospective employee? Getting the right people on board in your business is very important. Especially since it isn’t always that easy to dismiss people once you’ve hired them! You can use application for employment forms to ask applicants a range of questions to help you in the selection process. But you must ensure all the questions are lawful. Here are some of the areas you must tread carefully.
Can you discipline an employee who’s resigned?
I keep hearing about employers who have issues around employees who resign. So I thought I’d give you a few more tips to deal with employees who’ve resigned. Can you discipline an employee who’s resigned?
Procedural fairness applies to all employers – even brothel owners
The LAC went on to find that an unfairly dismissed sex worker like Kylie could well be entitled to monetary compensation if her dismissal was procedurally unfair. This is because the compensation is for the loss by an employee of her right to a fair procedure, and not compensation for rendering illegal services.
8 steps to deal with abscondment
Have you ever had an employee who simply didn’t come to work for a week? I don’t mean an employee who takes off the odd day here and there because “he’s not feeling well”, but someone who’s at work the one day and then doesn’t arrive again…