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Three Reasons Your Business Should Be King IV Compliant

Three Reasons Your Business Should Be King IV Compliant

Corporate governance is often seen as an issue to be dealt with by large organisations only. This is no longer the case. The current King IV Report contains principles for corporate governance that can be applied by SME’s as well.

The report includes a sector supplement to guide SME’s in the application of the principles. Where SME’s are not able to implement the above principles in full, for instance due to the nature of the SME, it is recommended that these principles be implemented on a proportional basis.

Here are three advantages to sound corporate governance:

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When Should a Notice of Unpaid Suspension Be Used?

When Should a Notice of Unpaid Suspension be used

Introduction
It is very important that misbehaving Employees be disciplined in the workplace. Should misbehaving Employees not be disciplined, they could create havoc in the workplace. Their unpunished misconduct could destabilise the most established business whilst simultaneously creating disharmony between the Employer and Employees.

It is very important that Employers should act consistently when disciplining misbehaving Employees. Some misbehaving Employees should not be treated differently from other misbehaving Employees.

What should Employers do when Employees misbehave? Should all Employees be summarily dismissed, or should they just be issued with Written Warnings? What must Employers do when Employees misbehave time and again?

What is a Notice of Unpaid Suspension (as alternative to dismissal) and when is it used?
A Notice of Unpaid Suspension is a document that is issued to an Employee who has repeatedly misbehaved. The Notice of Unpaid Suspension is issued to an Employee as a sanction and alternative to dismissal. This sanction should be used sparingly, as a last resort and only after a Disciplinary Hearing has been conducted.

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Your Top 3 Sales Tips for The Week

Your Top 3 Sales Tips for The Week

There is a tale that goes there are two wolves inside each of us. The one wolf feeds on the negative and the other on the positive. The one you feed is the one that thrives.

Which wolf are you feeding?

As with anything in life where you focus your energy and attention is where growth happens.

Are you giving your sales the attention it deserves? If you aren’t focused daily on your sales activities how can you possibly expect your business to grow and thrive?

In today’s blog I want to share with you some great sales tips that will help you feed the right wolf.

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Is This the Beginning of the End for Labour Brokers?

Is This the Beginning of the End for Labour Brokers

Assign Services (Pty) Ltd vs Numsa and Others - Is This the Beginning of the End for Labour Brokers?

Introduction
When the amendments to the Labour Relations Act 66 of 1995 (hereafter referred to as “the LRA”) came into operation on 1 January 2015, everyone thought that it would be the end of Labour Brokers. The amendments came about to give security to marginalized Employees and to regulate the industry.

The amendment renamed Labour Brokers to “Temporary Employment Services”. Section 198A(3)(b) of the LRA stipulates that an Employee that earns less than the determined threshold and is contracted through a Temporary Employment Service (hereafter referred to as “TES”) to a Client for longer than three months, will be deemed to be the Employee of the Client.

This created a lot of confusion because it was unclear what the deeming provision meant. Some argued that a dual relationship was now created by the LRA whereby the Employee is deemed to be employed by both the Client and the TES. Others argued that it created an employment relationship between the Client and the Employee solely for the purposes of the LRA.

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Fixed Term Contracts

Fixed Term Contracts

Introduction
What is a fixed term contract? The Labour Relations Amendment Bill of 2012 introduced Section 198B into the Labour Relations Act 66 of 1995.

Section 198B defines a fixed term contract as:

(1) For the purpose of this section, a “fixed terms contract” means a contract of employment that terminates on –

(a) the occurrence of a specified event;
(b) the completion of a specified task or project; or
(c) a fixed date, other than an employee’s normal or agreed retirement age, subject to subsection (3).

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