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Editor's Pick

Medical aid annual review: six questions to ask

Annual medical aid premium increases for 2018 are measuring in excess of inflation, once again, and this often comes with a decrease in benefit levels. This means consumers will have to make increasingly tough choices should they not wish to be caught on the wrong side of a medical bill.

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Do employees need to be rewarded?

Everyone wants to be recognised and rewarded when they work hard, and employees are no different. “Through rewards, a company is acknowledging that the effort, behaviour and hard work of the employee has contributed to the company’s success,” says Heino Gehle, general manager of PLP SA. “It also encourages staff members to continue working with the same level of enthusiasm and passion.”

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Flexibility – does South Africa’s labour legislation allow for this?

Discussions surrounding labour law in South Africa can be extremely polarised. On the one side some employers advocate greater flexibility, while on the other some trade unions seek increased protections. For employers, regardless of your views, understanding the South African labour law landscape and your own rights is an essential part of running a business and avoiding the potentially damaging fallout resulting from labour relations issues.

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LABOUR COURT RULING ON DEEMING PROVISION GOES TO APPEAL

According to Nritika Singh, CEO of Isilumko Staffing (IS) & Activate, a national recruitment company, which offers temporary, flexible and permanent staff, the recent judgement handed down by the Labour Appeal Court (LAC) on the ‘deeming provision’ contained in s198 of the Labour Relations Act, has caused uncertainty. However the industry is confident that the Constitutional Court will recognize the retention of the staffing company as employer after three months, with LRA responsibilities lying with both the staffing company and client.

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DON’T MISS YOUR DISCIPLINARY HEARING

It is an established fact that employees accused of misconduct are entitled to a hearing before any dismissal decision is made. Item 4(1) of the Code of Good Practice: Dismissal (the Code) attached to the Labour Relations Act (LRA) states that the employer should inform the employee of the charges, give him/her time to prepare a response, conduct an investigation and allow the employee to state a case in response to the allegations. Countless case law decisions have upheld this requirement.

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