Workinfo.com is
planning to run
a series of
Human Resource
related surveys.
Companies who
participate in
the surveys will
receive
executive
summaries of the
results.
Companies who
require more
detailed survey
results will be
able to purchase
these at a
predetermined
rate per survey.
1 October 2011 to 16 January 2012 is
the compulsory Employment Equity reporting period for
all designated employers.
If your company employs more than
50 employees (and has never reported)
or has a total annual turnover above the
thresholds specified in the Act (commencing at R5m),
your organisation is defined as a designated employer.
2 Free 20 minute
Employment Equity awareness videos -
“Getting Employment Equity Working for
You” & ‘’Understanding Diversity’’ ideal
for employee training and awareness
sessions
100 page template for
a comprehensive Employment Equity Plan
Employment Equity
templates for EE Committees, EE
Constitution & Dispute Resolution
Department of Labour
Assessment Criteria
Key EE Labour Court
decisions on Employment Equity as at 1
October 2011
Excel spread sheet to
compile workforce profiles, set
numerical goals & targets, & determine
citizenship status
Economically active
population data sources, including
population profiles by level of
education and age
All applicable
Employment Equity Legislation,
Regulations & Codes of Good Practice
Questions
Is the economically
active population profile relevant to
your business without regard to the
levels of education of various
population groups?
Is your business able
to meet the onerous DOL audits and
produce supporting plans, minutes of
consultation meetings and supporting
human resource policies?
Has your company
conducted communication awareness
sessions with employees?
The data sources on the CD ROM will allow your
organisation to make more informed decisions when
setting relevant numerical goals & annual targets.
Price
R1 995, 00 including VAT & Postage using SAPO Fast Mail | Order two
or more CD ROMS & obtain a 20% discount
Susan Fourie
Training & Development Specialist
M.Soc Sc
Registered with Health Professions Council Psychologists
(Industrial Psychology) - PS 0063169
Registered as a Social Worker with the Society of Social
Workers SACSSP
Registered as Constituent Assessor with Services Seta
C: 082 775 5256
O: 011 462 0982
E:
susan@workinfo.com
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Employment Equity
Implementation Manual
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:: Areas
of Specialisation:
Industrial Relations Consulting Services
Employment Equity
Forensic
Investigations
Skills
Development
Management Training
Coaching and Mentoring
Communications and Public Relations
Human
Resources Strategic Planning
Health
and Safety
Workforce and Succession Planning
Development of Human Resource Policies and Procedures
:: Human Resource Information Technology Solutions
Bespoke Learning Management Solutions
Online delivery of training programmes
9 Factor Job Grading
:: Industrial Relations
Support & Advisory Services
Assisting with or chairing disciplinary & grievance
hearings
Drafting
and negotiating disciplinary & workplace codes
Negotiating recognition & procedural agreements
Negotiating wage & substantive agreements
Assistance in preparing for / or representation in Mediation
and Arbitration proceedings (CCMA and Bargaining
Councils), subject to the Rules of the CCMA.
Rationalisation & Restructuring, Mergers & Acquisitions
(HR Due Diligence)
The agency
work industry around the world - At a time when it is
has become the latest "call to arms" amongst labour and certain
(limited) sectors of government and the slipping and sliding
from vocal politicians calling for the initial "banning of
labour brokers" to the now moderate call for their "proper
regulation", this report from CIETT provides an alternative
perspective on the employment opportunities created by
legitimate temporary employment agencies.
Working Towards Wellness -
Organisations have a unique and vital role in improving the
wellness, health and physical fitness of employees not only in
the developed world but also around the globe, particularly in
those countries where increasing rates of chronic disease will
take an increasing toll
Increasingly organisations today are trying to map out the skill sets
of their workforce to understand who they have and what they need --
and what external factors may impact on achieving strategic
initiatives. What that would tell you is where you need to go. Contact
us today to project plan a workforce and succession planning
initiative for your organisation and gain a competitive advantage in
the market place. Read
more
The
convention of organisational Human Resources Policies and Procedures Manuals
received new life with promulgation of the Employment Equity Act, which
ushered in the discipline of employment systems reviews. Traditionally Human
Resource Manuals merely sought to set out in typical fashion Company
employment practices with particular emphasis on regulatory requirements and
statutory compliance.
Read
more
Conduct an in-house Human Resource Customer Service
Survey (fee based - specific to each company.) Request your internal customers (employees) to
evaluate HR Service delivery and use the results to
improve your service offerings.
:: Quotes
Unilateral changes to terms and conditions
of employment vs work practices
Ram Transport v SATAWU (29
January 2011) J106/11 (Labour Court) Van Niekerk J noted that:-
This distinction has its roots in the principle that employees do not have a
vested right to preserve their conditions of employment completely unchanged
from the moment they are employed. In A Mauchle (Pty) Ltd t/a Precsion Tools
v NUMSA [1995] 4 BLLR 11 (LAC) the
court distinguished between ‘terms of employment’ on the one hand and ‘work
practices’ on the other, the latter being subject to the employer’s prerogative
and its introduction not constituting a unilateral change.
In this matter, Ram Transport sought to implement new shift times. Prior to the
change, the employees worked from 10h00 to 19h00. To deal with an increase in
the volume of work, the shift time was changed to start at 9h00, ending at
18h00. In other words, the affected employees were to work the same number of
hours, the only difference being that the shift commenced one hour earlier and
finished an hour earlier.
The
Judge cited earlier decisions of the Labour Court and noted that
“that the principles recently referred to by Steenkamp J in Johannesburg
Metropolitan Bus Services (Pty) Ltd v SAMWU & others (unreported, case J
2276/10, 10 December 2010), are relevant. In that case, the court reviewed the
authorities relevant to changes to work practices on the one hand and terms and
conditions of employment on the other, and how to discern the difference between
the two. In SA Police Union v National Commissioner of the SA Police Service
(2005) 26 ILJ 2403 (LC), Murphy AJ (as he then was) stated:
In short, it was not a term of the contract of employment that employees working
12 hour shifts would always be entitled to do so. Without express, implied or
tacit contractual rights to such effect, the employees do not have a vested
right to preserve their working times unchanged for all time. The alteration of
shifts does not result in the employees being required to perform a different
job thereby entitling them to claim a material breach or alteration in the
supposition of the contract. The change in timing does not amount to a change in
the nature of the job. The shift system was accordingly a work practice not a
term of employment
(at 2427 H-J).
Workforce analytics enable
Human Resource professionals to be more engaged in the
formulation and implementation of corporate strategy and
implementation of learning programmes. The result is better
fact-based decision-making capability that is aligned with the
long-term business imperatives of their organizations.
1.Learning Management System (LMS)
2.Customer Relationship Management (CRM)
3.Content Management System (CMS)
4.Electronic Corporate Publications and Desktop
Publishing
The Workinfo.com Job Description Compiler™ helps you compile comprehensive job
descriptions in a matter of minutes
How does it work?
Simply choose from our library of thousands of jobs, then select tasks,
qualifications, physical demands, supervisory responsibilities,
competencies, and work environment.
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