The document discusses the costs of labor mistakes and how to avoid them. It promotes a labor law guide service that provides guidance on issues like managing absenteeism, sick leave policies, dismissal procedures, and answering labor law questions. It aims to help businesses understand and comply with complex labor legislation to protect themselves legally and reduce costs associated with labor issues.
Shared parental leave 2015 guidance for parents and employersThe Legal Partners
HR Directors, Employers, mothers, fathers, here is a visual story to highlight the new paternity leave & maternity leave entitlement under the new shared parental leave laws now in force. What to do? how to apply? how to respond? who is eligible? is it suitable? It's all here in a quick digestible summary.
This document summarizes and promotes a guidebook called the "Practical Guide to Human Resources Management". It claims the guidebook will help HR managers and other managers with daily HR tasks like performance reviews, recruitment policies, reducing absenteeism, and legal compliance. It also provides checklists, templates, examples, and regular updates. Customers can review the full guidebook for 14 days free before paying.
This document summarizes B&B Inventory Protection's company policies. It outlines policies regarding equal opportunity, discrimination, harassment, immigration compliance, family medical leave, and health requirements. Employees are required to sign an acknowledgement form confirming they have read and understand the policies. The manual is not an employment contract and B&B reserves the right to modify policies at any time.
This document outlines a small group PR plan to address employee relations issues at a company. It discusses researching existing employee relations plans and issues around sick time and customer complaints. A proposed solution is implementing an annual staff survey to get feedback and identify workplace problems. The plan aims to first address negative customer experiences by identifying their causes and reducing inappropriate employee behavior to 0% within 6 months. It also seeks to reduce illegitimate sick days by ensuring proper staffing and scheduling. Lastly, the plan proposes holding a biannual "Staff Appreciation Day" event to boost morale and facilitate positive discussions between management and employees.
Wage and Hour Compliance: Is Your Business Ready for the New Regulations?Suzanne Boy
Tackling wage and hour issues is one of the most challenging (and potentially costly!) legal issues faced by businesses today. As if the usual compliance issues are not enough to keep businesses on their toes, the Department of Labor’s upcoming overhaul of the overtime regulations will impact almost every business in Southwest Florida. In this presentation, we will discuss some of the nuts and bolts of wage and hour compliance, such as exempt/non-exempt classification, off-the-clock work, overtime, and record-keeping; then we will review the DOL’s now-final overtime regulations. Attendees will learn how the proposed regulations can impact their pay practices, along with key actions to implement now to prepare their businesses for the upcoming changes.
This document outlines an unlimited paid time off (PTO) policy for exempt employees. It states that employees should coordinate planned vacations with their supervisor and team on a first-come, first-served basis. Vacations of more than one week require one month advance approval, and those over three weeks require three months notice. Employees do not accrue vacation days and will not be compensated for unused time if they leave the company. The policy is intended to promote work-life balance and peak performance through flexibility, while balancing business needs.
This document outlines a company's policy on maternity, paternity, adoption and shared parental leave. It details eligibility requirements and procedures for employees to take various types of family leave. The policy explains notice periods, pay entitlements and return to work rights for employees taking maternity leave, adoption leave, paternity leave or shared parental leave. It also provides guidance on related topics like health and safety risk assessments, keeping in touch days, record keeping and FAQs. The policy aims to support employees who are starting or adding to their families by outlining their contractual leave and pay entitlements in accordance with UK law.
Shared parental leave 2015 guidance for parents and employersThe Legal Partners
HR Directors, Employers, mothers, fathers, here is a visual story to highlight the new paternity leave & maternity leave entitlement under the new shared parental leave laws now in force. What to do? how to apply? how to respond? who is eligible? is it suitable? It's all here in a quick digestible summary.
This document summarizes and promotes a guidebook called the "Practical Guide to Human Resources Management". It claims the guidebook will help HR managers and other managers with daily HR tasks like performance reviews, recruitment policies, reducing absenteeism, and legal compliance. It also provides checklists, templates, examples, and regular updates. Customers can review the full guidebook for 14 days free before paying.
This document summarizes B&B Inventory Protection's company policies. It outlines policies regarding equal opportunity, discrimination, harassment, immigration compliance, family medical leave, and health requirements. Employees are required to sign an acknowledgement form confirming they have read and understand the policies. The manual is not an employment contract and B&B reserves the right to modify policies at any time.
This document outlines a small group PR plan to address employee relations issues at a company. It discusses researching existing employee relations plans and issues around sick time and customer complaints. A proposed solution is implementing an annual staff survey to get feedback and identify workplace problems. The plan aims to first address negative customer experiences by identifying their causes and reducing inappropriate employee behavior to 0% within 6 months. It also seeks to reduce illegitimate sick days by ensuring proper staffing and scheduling. Lastly, the plan proposes holding a biannual "Staff Appreciation Day" event to boost morale and facilitate positive discussions between management and employees.
Wage and Hour Compliance: Is Your Business Ready for the New Regulations?Suzanne Boy
Tackling wage and hour issues is one of the most challenging (and potentially costly!) legal issues faced by businesses today. As if the usual compliance issues are not enough to keep businesses on their toes, the Department of Labor’s upcoming overhaul of the overtime regulations will impact almost every business in Southwest Florida. In this presentation, we will discuss some of the nuts and bolts of wage and hour compliance, such as exempt/non-exempt classification, off-the-clock work, overtime, and record-keeping; then we will review the DOL’s now-final overtime regulations. Attendees will learn how the proposed regulations can impact their pay practices, along with key actions to implement now to prepare their businesses for the upcoming changes.
This document outlines an unlimited paid time off (PTO) policy for exempt employees. It states that employees should coordinate planned vacations with their supervisor and team on a first-come, first-served basis. Vacations of more than one week require one month advance approval, and those over three weeks require three months notice. Employees do not accrue vacation days and will not be compensated for unused time if they leave the company. The policy is intended to promote work-life balance and peak performance through flexibility, while balancing business needs.
This document outlines a company's policy on maternity, paternity, adoption and shared parental leave. It details eligibility requirements and procedures for employees to take various types of family leave. The policy explains notice periods, pay entitlements and return to work rights for employees taking maternity leave, adoption leave, paternity leave or shared parental leave. It also provides guidance on related topics like health and safety risk assessments, keeping in touch days, record keeping and FAQs. The policy aims to support employees who are starting or adding to their families by outlining their contractual leave and pay entitlements in accordance with UK law.
The document provides an overview of labour law. It discusses how labour law mediates the relationship between workers, employers, unions and governments. It outlines key topics covered by labour law including working hours and conditions, leaves and holidays, children's employment, disputes, and equal employment practices. The document also gives a brief history of labour law and discusses international labour law and organizations like the ILO and WTO. It concludes by describing Pakistan's constitution in relation to labour rights and key labour laws and legislations in Pakistan.
Dear Seniors & Friends,
Sharing the PPT on "Labour Laws in India" with Various Act under the Labour Law. Kindly have a look on the Same & Share your valuable feedback & suggestion. If you found any mistake kindly update me for the modification the same.
Thanks & Regards,
Anshu Shekhar Singh
M- 9999 844 355
The document discusses various labor law compliances that must be ensured by companies. It outlines the key responsibilities of the principal employer and contractors under acts like the Contract Labour Act, Minimum Wages Act, and Building and Other Construction Workers Act. Major compliances include registering establishments, obtaining licenses, maintaining registers and records, displaying notices, making statutory payments and returns, and ensuring payment of minimum wages. Strict penalties are prescribed for non-compliance with the labor laws. Principal employers must oversee that contractors are also fulfilling their compliance obligations.
The document discusses key aspects of labor laws in France. It outlines the history of labor laws in France dating back to 1884 and covers working hours and conditions such as a standard 35-hour work week, overtime pay rates, night work regulations, minimum wage, hiring and firing practices, paid time off including 10 public holidays, annual leave, and provisions for maternity, paternity and other family leave. The labor laws are aimed at protecting workers' rights and establishing standards for collective bargaining between unions, employers and employees.
This document summarizes a seminar on the introduction of a national minimum wage in South Africa. It covers the following key points:
1. What a national minimum wage is and its purpose according to the ILO. International examples of minimum wage systems from countries like Germany, France, and the UK are also presented.
2. Why South Africa is exploring implementing a national minimum wage, in part to reduce inequality and transform the inherited apartheid wage structure. Proposals that have been made range from R2,000-R5,276 per month.
3. The current process towards implementing a national minimum wage in South Africa. Research is being conducted and negotiations are occurring between stakeholders through NEDLAC.
An essential guide to UK employment law for everyone involved in managing people.
It covers contracts of employment, employment rights, pay and hours, holidays, family matters, flexible working, trades unions, equality and discrimination, changing terms and conditions, dismissal, discipline and grievance, redundancy, redundancy payments, consultation, employment tribunals, and collective labour law.
This document provides information about labor laws and practices in Myanmar. It details the country's population and labor force participation rates. It outlines the existing labor laws in Myanmar and the process for drafting and promulgating new labor laws. It describes the key departments and organizations within Myanmar's Ministry of Labor, Employment and Social Security. It also discusses labor organizations, collective bargaining rights, dispute resolution processes, employment contract requirements, minimum wages, and working hours regulations according to Myanmar law.
5 kļūdas darba tiesību jomā, ko darba devējiem nevajadzētu pieļaut,un cita ...State Labour Inspectorate
2016.gada septembrī notika konference ikgadēja darba tiesību un personāla konference, kurā Valsts darba inspekcijas direktors Renārs Lūsis uzstājās ar prezentāciju.
This document provides a summary of an employment law webinar that took place on September 15, 2016. It discusses updates on several topics, including the new overtime regulations which raise the salary threshold for exempt employees to $47,476 annually, requirements under the new Defend Trade Secrets Act, reasonable accommodation guidelines from the EEOC, joint employment standards, and wellness program regulations. The webinar also covered arbitration agreements and class waivers, litigation developments, and Affordable Care Act updates.
NCV 3 Management Practice Hands-On Support Slide Show - Module 2Future Managers
The document discusses South African labor legislation and the Labour Relations Act. It provides details on:
- The six main pieces of labor legislation and what they regulate.
- The functions of the Labour Relations Act, including protecting freedom of association and organizational rights.
- The role of workplace forums in promoting worker interests and consulting with employers on major decisions.
- The functions of the CCMA in resolving disputes through conciliation or arbitration.
David Woodnorth of ComplyWith was one of the keynote speakers at the Law Society’s ILANZ Mini Conference on ‘Managing Legal Risk' in Auckland and Wellington last week.He shared ‘new thinking about legal risk’ with over 130 in-house lawyers, providing insights and guidance on how to better manage and communicate about legal risk.
“Success should not be defined simply by ticking boxes and producing pro-forma reports, but rather by driving participation in legal risk at the operations level of a business."
The Geographic Mismatch & A Ranking of Indian States by their Labour Ecosystem (Labour Demand, Labour Supply, Labour Laws)
Background
India’s demographic dividend will increase our population from 1 billion in 2001 to 1.4 billion in 2026. 83% of this increase will be in the 15-59 age group.
If we harness this dividend by 2025, India will not only have 25% of the world’s total workforce but our per capita income will be $ 4100. This will rise to $9802 in 2040 and $20,836 in 2050. This will finally put poverty in the museum, it belongs.
But a demographic dividend does not mean people, but productive people. Converting our people into productive people requires radical reform of our labour market ecosystem that includes labour demand, labour supply, and labour laws.
India’s Three Mismatches
THE GEOGRAPHIC MISMATCH: Much of India’s demographic dividend will occur in states with backward labour market ecosystems. Between 2010 and 2020, the states of UP, Bihar and MP will account for 40% of the increase in 15-59 year olds but only 10% of the increase in income. During the same period, Maharashtra, Gujarat, TN and Andhra will account for 45% of the increase in GDP but less than 20% of the addition to the total workforce.
THE SKILLS / EDUCATION MISMATCH: About 89% of the 15-59 year olds have had no vocational training. Of the 11% who received vocational training, only 1.3% received formal vocational training. The current training capacity is a fraction of the 12.8 million new entrants into the workforce every year.
THE SECTORAL MISMATCH: Most employment opportunities will arise in sectors where people have little experience. The largest component of labour force growth is in rural areas but the most growth in employment is in areas that require greater human capital. Wage inflation projection till 2026 flag skill shortages.
India’s Failed Matching Ecosystem
Our employment exchanges are dysfunctional; they gave about 2 lac jobs to the 4 crore people registered.
The best performing employment exchanges were in Gujarat, Tamil Nadu, and
Maharashtra but the most new registration are in UP and West Bengal.
The Delhi Government budget shows that it costs the government Rs 228,381 for a single placement.
The employment exchange at Chitradurga in Karnataka has been unable to provide even a single job in the last four years.
India has only 0.25 million apprentices while Germany has 0.6 million, Japan has 2 million.
State Ranking of Labour Ecosystem
OVERALL LABOUR ECOSYSTEM RANKING: Andhra Pradesh tops followed by
Karnataka and Maharashtra. States that made significant improvements since 2005
include Bihar, Assam and J&K (though the last two continue to be below their levels of performance in 1995).
EMPLOYMENT ECOSYSTEM RANKING: Delhi tops followed by Andhra Pradesh and Rajasthan. Their ranking is mostly driven by all around infrastructure improvement e.g. the performance of Delhi and Gujarat is driven by power supply, high teledensity and low taxation, relative to the size of economy.
EMPLOYABILITY ECOSYSTEM RANKING: Karnataka tops followed by Delhi and Andhra Pradesh. The large infrastructure in education and professional education is one of the primary causes of Karnataka’s high ranking, which it has further improved on since the 2005 ranking.
LABOUR LAW ECOSYSTEM RANKING: Maharashtra tops followed by Andhra Pradesh and Karnataka. Maharashtra not only tops but has improved its performance since 2005 because of better performance in labour relations and average wages relative to minimum wages.
State governments are losing an important opportunity to differentiate themselves with specific reforms to their labour ecosystems. Over the next twenty years, this will be the difference between growth and poverty reduction.
States can take the lead in improving matching infrastructure by reforming employment exchanges, apprenticeship programs, assessment and certification capabilities, etc. This is the lo
This document discusses the amendment process of the US Constitution, noting that while the Articles of Confederation could not be changed easily, the Constitution includes provisions for amendment to allow flexibility over time. It describes the formal process through which amendments are proposed and ratified, and also discusses the concept of "informal amendment" through actions of the government that interpret and apply the Constitution. The document provides an overview of the Bill of Rights and the first ten amendments, focusing specifically on the protections of the First Amendment.
The document discusses various labour laws and legislations in India. It begins by defining labour legislation and its objectives of improving worker conditions and promoting industrial peace. It then describes the nature and factors influencing the evolution of labour laws in India. The key types of labour laws discussed are welfare and protective laws, social security laws, laws around wages, and industrial relations laws. Specific laws regulating working conditions, social security, wages, and industrial relations are outlined.
This document provides an overview of key Indian labour and employment laws that foreign investors should be aware of when making investments in India. It discusses laws related to workmen versus non-workmen, important labour laws such as the Factories Act and Contract Labour Act, social security legislations, voluntary retirement schemes, non-competition agreements, and illegal termination. It also provides guidance on drafting employment contracts in India and using fixed term contracts for workmen in accordance with Section 2(oo)(bb) of the law.
The document discusses setting up a cement manufacturing unit in India. It provides an overview of the cement industry and outlines the process for incorporating a cement company, including registering with the Registrar of Companies and obtaining necessary approvals. It also discusses India's industrial policies relating to licensing, locations, and incentives for special economic zones. Relevant labor laws and legal challenges are also mentioned.
This document discusses three types of employees with health issues and how employers should handle each situation.
1. Good employees who want to work within their health limitations. Employers should accommodate them when reasonable but be careful not to set too lax of standards.
2. Employees who cannot do their job due to health issues. Employers should work to compassionately remove them from the organization when their doctor indicates they cannot return to work within a reasonable time frame.
3. Employees whose health issues impact their work but do not wholly prevent it. Employers must aggressively manage these situations to either get the employee to voluntarily leave because the job demands are too high, or terminate them if leave is exhausted or proper documentation is
Learn the Top 10 Employee Management Mistakes and How to Avoid Them in this informative ebook. This is an excellent resource for small business owners and managers.
The document provides an overview of labour law. It discusses how labour law mediates the relationship between workers, employers, unions and governments. It outlines key topics covered by labour law including working hours and conditions, leaves and holidays, children's employment, disputes, and equal employment practices. The document also gives a brief history of labour law and discusses international labour law and organizations like the ILO and WTO. It concludes by describing Pakistan's constitution in relation to labour rights and key labour laws and legislations in Pakistan.
Dear Seniors & Friends,
Sharing the PPT on "Labour Laws in India" with Various Act under the Labour Law. Kindly have a look on the Same & Share your valuable feedback & suggestion. If you found any mistake kindly update me for the modification the same.
Thanks & Regards,
Anshu Shekhar Singh
M- 9999 844 355
The document discusses various labor law compliances that must be ensured by companies. It outlines the key responsibilities of the principal employer and contractors under acts like the Contract Labour Act, Minimum Wages Act, and Building and Other Construction Workers Act. Major compliances include registering establishments, obtaining licenses, maintaining registers and records, displaying notices, making statutory payments and returns, and ensuring payment of minimum wages. Strict penalties are prescribed for non-compliance with the labor laws. Principal employers must oversee that contractors are also fulfilling their compliance obligations.
The document discusses key aspects of labor laws in France. It outlines the history of labor laws in France dating back to 1884 and covers working hours and conditions such as a standard 35-hour work week, overtime pay rates, night work regulations, minimum wage, hiring and firing practices, paid time off including 10 public holidays, annual leave, and provisions for maternity, paternity and other family leave. The labor laws are aimed at protecting workers' rights and establishing standards for collective bargaining between unions, employers and employees.
This document summarizes a seminar on the introduction of a national minimum wage in South Africa. It covers the following key points:
1. What a national minimum wage is and its purpose according to the ILO. International examples of minimum wage systems from countries like Germany, France, and the UK are also presented.
2. Why South Africa is exploring implementing a national minimum wage, in part to reduce inequality and transform the inherited apartheid wage structure. Proposals that have been made range from R2,000-R5,276 per month.
3. The current process towards implementing a national minimum wage in South Africa. Research is being conducted and negotiations are occurring between stakeholders through NEDLAC.
An essential guide to UK employment law for everyone involved in managing people.
It covers contracts of employment, employment rights, pay and hours, holidays, family matters, flexible working, trades unions, equality and discrimination, changing terms and conditions, dismissal, discipline and grievance, redundancy, redundancy payments, consultation, employment tribunals, and collective labour law.
This document provides information about labor laws and practices in Myanmar. It details the country's population and labor force participation rates. It outlines the existing labor laws in Myanmar and the process for drafting and promulgating new labor laws. It describes the key departments and organizations within Myanmar's Ministry of Labor, Employment and Social Security. It also discusses labor organizations, collective bargaining rights, dispute resolution processes, employment contract requirements, minimum wages, and working hours regulations according to Myanmar law.
5 kļūdas darba tiesību jomā, ko darba devējiem nevajadzētu pieļaut,un cita ...State Labour Inspectorate
2016.gada septembrī notika konference ikgadēja darba tiesību un personāla konference, kurā Valsts darba inspekcijas direktors Renārs Lūsis uzstājās ar prezentāciju.
This document provides a summary of an employment law webinar that took place on September 15, 2016. It discusses updates on several topics, including the new overtime regulations which raise the salary threshold for exempt employees to $47,476 annually, requirements under the new Defend Trade Secrets Act, reasonable accommodation guidelines from the EEOC, joint employment standards, and wellness program regulations. The webinar also covered arbitration agreements and class waivers, litigation developments, and Affordable Care Act updates.
NCV 3 Management Practice Hands-On Support Slide Show - Module 2Future Managers
The document discusses South African labor legislation and the Labour Relations Act. It provides details on:
- The six main pieces of labor legislation and what they regulate.
- The functions of the Labour Relations Act, including protecting freedom of association and organizational rights.
- The role of workplace forums in promoting worker interests and consulting with employers on major decisions.
- The functions of the CCMA in resolving disputes through conciliation or arbitration.
David Woodnorth of ComplyWith was one of the keynote speakers at the Law Society’s ILANZ Mini Conference on ‘Managing Legal Risk' in Auckland and Wellington last week.He shared ‘new thinking about legal risk’ with over 130 in-house lawyers, providing insights and guidance on how to better manage and communicate about legal risk.
“Success should not be defined simply by ticking boxes and producing pro-forma reports, but rather by driving participation in legal risk at the operations level of a business."
The Geographic Mismatch & A Ranking of Indian States by their Labour Ecosystem (Labour Demand, Labour Supply, Labour Laws)
Background
India’s demographic dividend will increase our population from 1 billion in 2001 to 1.4 billion in 2026. 83% of this increase will be in the 15-59 age group.
If we harness this dividend by 2025, India will not only have 25% of the world’s total workforce but our per capita income will be $ 4100. This will rise to $9802 in 2040 and $20,836 in 2050. This will finally put poverty in the museum, it belongs.
But a demographic dividend does not mean people, but productive people. Converting our people into productive people requires radical reform of our labour market ecosystem that includes labour demand, labour supply, and labour laws.
India’s Three Mismatches
THE GEOGRAPHIC MISMATCH: Much of India’s demographic dividend will occur in states with backward labour market ecosystems. Between 2010 and 2020, the states of UP, Bihar and MP will account for 40% of the increase in 15-59 year olds but only 10% of the increase in income. During the same period, Maharashtra, Gujarat, TN and Andhra will account for 45% of the increase in GDP but less than 20% of the addition to the total workforce.
THE SKILLS / EDUCATION MISMATCH: About 89% of the 15-59 year olds have had no vocational training. Of the 11% who received vocational training, only 1.3% received formal vocational training. The current training capacity is a fraction of the 12.8 million new entrants into the workforce every year.
THE SECTORAL MISMATCH: Most employment opportunities will arise in sectors where people have little experience. The largest component of labour force growth is in rural areas but the most growth in employment is in areas that require greater human capital. Wage inflation projection till 2026 flag skill shortages.
India’s Failed Matching Ecosystem
Our employment exchanges are dysfunctional; they gave about 2 lac jobs to the 4 crore people registered.
The best performing employment exchanges were in Gujarat, Tamil Nadu, and
Maharashtra but the most new registration are in UP and West Bengal.
The Delhi Government budget shows that it costs the government Rs 228,381 for a single placement.
The employment exchange at Chitradurga in Karnataka has been unable to provide even a single job in the last four years.
India has only 0.25 million apprentices while Germany has 0.6 million, Japan has 2 million.
State Ranking of Labour Ecosystem
OVERALL LABOUR ECOSYSTEM RANKING: Andhra Pradesh tops followed by
Karnataka and Maharashtra. States that made significant improvements since 2005
include Bihar, Assam and J&K (though the last two continue to be below their levels of performance in 1995).
EMPLOYMENT ECOSYSTEM RANKING: Delhi tops followed by Andhra Pradesh and Rajasthan. Their ranking is mostly driven by all around infrastructure improvement e.g. the performance of Delhi and Gujarat is driven by power supply, high teledensity and low taxation, relative to the size of economy.
EMPLOYABILITY ECOSYSTEM RANKING: Karnataka tops followed by Delhi and Andhra Pradesh. The large infrastructure in education and professional education is one of the primary causes of Karnataka’s high ranking, which it has further improved on since the 2005 ranking.
LABOUR LAW ECOSYSTEM RANKING: Maharashtra tops followed by Andhra Pradesh and Karnataka. Maharashtra not only tops but has improved its performance since 2005 because of better performance in labour relations and average wages relative to minimum wages.
State governments are losing an important opportunity to differentiate themselves with specific reforms to their labour ecosystems. Over the next twenty years, this will be the difference between growth and poverty reduction.
States can take the lead in improving matching infrastructure by reforming employment exchanges, apprenticeship programs, assessment and certification capabilities, etc. This is the lo
This document discusses the amendment process of the US Constitution, noting that while the Articles of Confederation could not be changed easily, the Constitution includes provisions for amendment to allow flexibility over time. It describes the formal process through which amendments are proposed and ratified, and also discusses the concept of "informal amendment" through actions of the government that interpret and apply the Constitution. The document provides an overview of the Bill of Rights and the first ten amendments, focusing specifically on the protections of the First Amendment.
The document discusses various labour laws and legislations in India. It begins by defining labour legislation and its objectives of improving worker conditions and promoting industrial peace. It then describes the nature and factors influencing the evolution of labour laws in India. The key types of labour laws discussed are welfare and protective laws, social security laws, laws around wages, and industrial relations laws. Specific laws regulating working conditions, social security, wages, and industrial relations are outlined.
This document provides an overview of key Indian labour and employment laws that foreign investors should be aware of when making investments in India. It discusses laws related to workmen versus non-workmen, important labour laws such as the Factories Act and Contract Labour Act, social security legislations, voluntary retirement schemes, non-competition agreements, and illegal termination. It also provides guidance on drafting employment contracts in India and using fixed term contracts for workmen in accordance with Section 2(oo)(bb) of the law.
The document discusses setting up a cement manufacturing unit in India. It provides an overview of the cement industry and outlines the process for incorporating a cement company, including registering with the Registrar of Companies and obtaining necessary approvals. It also discusses India's industrial policies relating to licensing, locations, and incentives for special economic zones. Relevant labor laws and legal challenges are also mentioned.
This document discusses three types of employees with health issues and how employers should handle each situation.
1. Good employees who want to work within their health limitations. Employers should accommodate them when reasonable but be careful not to set too lax of standards.
2. Employees who cannot do their job due to health issues. Employers should work to compassionately remove them from the organization when their doctor indicates they cannot return to work within a reasonable time frame.
3. Employees whose health issues impact their work but do not wholly prevent it. Employers must aggressively manage these situations to either get the employee to voluntarily leave because the job demands are too high, or terminate them if leave is exhausted or proper documentation is
Learn the Top 10 Employee Management Mistakes and How to Avoid Them in this informative ebook. This is an excellent resource for small business owners and managers.
Absence management is designed to support employee health needs, provide guidance on absence procedures, detail appropriate sick pay schemes, and factor in legal positions on unauthorized absence. Getting absence management wrong can be costly due to a lack of employee support and honesty about absences. Employers should implement clear absence policies, return to work procedures, sick pay information, and support employee health through flexible working, employee assistance programs, and reasonable accommodations.
This document provides guidance on creating an employee handbook, outlining recommended sections and topics to cover. It recommends including a company overview with history, values, mission and culture. It also recommends sections on time off policies, employee behavior policies, benefits and important legal topics to protect the company. The goal is to set clear expectations and policies to help employees feel informed and supported.
Employment Rights & Responsibilities Presentationdbtraining
The document discusses health and safety responsibilities for employees and employers. It states that employers are responsible for implementing risk assessments, emergency procedures, training, and cooperating with other employers. Employees are responsible for taking reasonable care of their own safety, reporting any injuries or illnesses, and informing employers of anything affecting their ability to work. The document also outlines sick pay rights, maternity pay eligibility and amounts, and working hours regulations including limits for average weekly hours and definitions of work vs non-work time.
As a HR professional, one of your core responsibilities is the leave management process. Your role is to manage and motivate employees to give their best productivity levels to the company. Giving employees leaves is one factor that helps them recharge their batteries.
You are wondering where you will start. Well, you have come to the right place to guide you about the leave management process. We will try to give you a glimpse of the activities that an HR must perform for hassle-free leave function.
Type of Leaves
Your first task is to classify all the types of leaves the employees are entitled to. Thus, you will have a clear view of the steps to take ahead. These leaves are state-ordained, which means they have statutory compliance behind them. Therefore, you must keep a tab on them to avoid penalties.
This document offers invaluable help you if you're not sure what do you do if faced with redundancy. Once the initial shock is over, there is a stack of things to consider, including your rights and your future career direction. Don't worry - there's plenty of assistanceout there if you know where to look!
The document discusses when and how to disclose a disability to an employer. It notes that disclosing allows one to receive accommodations but could lead to discrimination. The key times to disclose are during the interview if accommodations are needed, after receiving a job offer to ensure qualifications are considered, or during employment if accommodations become necessary. It is important to focus on abilities, experience accommodations one has used, and anticipated needs, without sharing unnecessary details about the disability itself. Proper disclosure can protect rights and improve work performance with accommodations.
This document provides guidance on workplace pension requirements and auto-enrollment for businesses. It outlines key deadlines and responsibilities employers must comply with, including assessing employees and enrolling eligible staff in a qualifying pension scheme. Employers are advised to seek help from payroll providers or financial advisors to understand their obligations and ensure they meet all regulatory requirements on time to avoid penalties from the Pensions Regulator.
The document provides guidance and strategies for former offenders seeking employment. It outlines steps to take in planning a job search such as defining objectives, inventorying skills, preparing a resume, and targeting employers. Specific tips are provided for contacting employers, explaining criminal records on applications, dressing appropriately for interviews, and maintaining a positive attitude. Overall, the document emphasizes the challenges faced by ex-offenders in finding work but notes these barriers can be overcome with preparation, perseverance, and utilizing available resources for support.
What To Avoid While Applying For Disability Benefits.pptxCore Medical Center
It can be difficult and frustrating to apply for Disability Benefits through the Social Security Administration. It’s simple to make mistakes with so many laws and regulations, which might cause your claim to be delayed or compromised. When you apply for disability benefits, you must avoid some important things. In this blog, we will learn about those things.
Before diving into the discussion, if you are searching for a place where you can get help with disability treatment and with the paperwork for your Disability Benefits, contact Core Medical Center, USA, today. With our expert physicians and professionals, employers can get help with the paperwork of Disability Management without facing hassles.
For more information please visit our site: https://www.coreworkerscomp.com/
This document provides 5 tips for motivating temporary employees: 1) Ask and listen to temporary employees to make them feel important; 2) Hire carefully by assessing skills, ethics and willingness to work; 3) Adopt smart training methods like peer-to-peer training and short sessions over time; 4) Reward temporary workers with thanks, bonuses for goals, and small gifts; 5) Consider hiring a professional temporary staffing service to handle employee motivation and ensure quality work.
The document provides six suggestions for improving HR performance appraisal and employee relations. The suggestions are: 1) Provide regular feedback to employees, 2) Terminate poorly performing employees following proper procedures, 3) Pay overtime even if unauthorized, 4) Treat exempt employees properly by not docking pay for partial day absences, 5) Ensure FMLA leaves are properly designated, and 6) Regularly review and update HR policies and procedures. Implementing these suggestions can help limit liability, improve morale, and enhance professional standards.
Anna Denton Jones HR Insights September 2017Laura Steggles
This document discusses mental health in the workplace. It notes that while 78% of employers think employees are comfortable discussing mental health at work, only 4-5% of those with depression or anxiety feel able to do so. It emphasizes the role workplaces can play in supporting mental health through challenging work, support during difficulties, and involvement in decision-making. The document provides guidance for employers on discussing mental health issues with employees, making reasonable adjustments, and signposting support resources.
This document contains information about assignments for MGT 434 related to creating sections of an employee handbook, analyzing employee safety and welfare laws, and discussing topics related to labor unions, affirmative action, and other workplace issues. It includes details of assignments on drafting privacy, testing, and performance evaluation policies for an employee handbook. It also provides information on analyzing the Family Medical Leave Act and Occupational Safety and Health Act, and discussing issues like unionization efforts and handling problematic employee situations while avoiding legal issues.
This document contains information about assignments for an MGT 434 management course. It includes instructions for a Learning Team assignment to create sections of an employee handbook addressing privacy, testing, and performance evaluations for a fictional company. It also includes instructions for an individual assignment analyzing the Family and Medical Leave Act and Occupational Safety and Health Act, and discussion questions about issues like employee drug use and unionization.
Arizona's 2017 minimum wage and paid sick time law is one of the most complicated in the nation. Wage and hour law in Arizona and around the USA can be confusing. Employers can clarify how to implement new AZ minimum wage and paid sick time law here.
The document provides information on return to work programs for injured employees. It discusses:
- The objective of returning injured workers to full duty as soon as medically possible through modified work duties, restricted work, or temporary assignments.
- The importance of communication between management, employees, medical providers, and insurance carriers for a successful return to work program.
- The role of a medical case manager in facilitating an injured worker's return to work through coordinating medical care and communicating with all parties.
Raymond J. Ramirez is a veterinarian offering to speak at upcoming veterinary conferences. He graduated from the University of Illinois College of Veterinary Medicine in 1986. After working in emergency clinics, he bought his own practice in East Peoria, IL in 2007. His presentations provide strategies for practice ownership, staff retention, using Excel, and humor in veterinary medicine. He guarantees speaker evaluations will be satisfactory or the conference will get their money back.
Digital Marketing with a Focus on Sustainabilitysssourabhsharma
Digital Marketing best practices including influencer marketing, content creators, and omnichannel marketing for Sustainable Brands at the Sustainable Cosmetics Summit 2024 in New York
Part 2 Deep Dive: Navigating the 2024 Slowdownjeffkluth1
Introduction
The global retail industry has weathered numerous storms, with the financial crisis of 2008 serving as a poignant reminder of the sector's resilience and adaptability. However, as we navigate the complex landscape of 2024, retailers face a unique set of challenges that demand innovative strategies and a fundamental shift in mindset. This white paper contrasts the impact of the 2008 recession on the retail sector with the current headwinds retailers are grappling with, while offering a comprehensive roadmap for success in this new paradigm.
Garments ERP Software in Bangladesh _ Pridesys IT Ltd.pdfPridesys IT Ltd.
Pridesys Garments ERP is one of the leading ERP solution provider, especially for Garments industries which is integrated with
different modules that cover all the aspects of your Garments Business. This solution supports multi-currency and multi-location
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The Most Inspiring Entrepreneurs to Follow in 2024.pdfthesiliconleaders
In a world where the potential of youth innovation remains vastly untouched, there emerges a guiding light in the form of Norm Goldstein, the Founder and CEO of EduNetwork Partners. His dedication to this cause has earned him recognition as a Congressional Leadership Award recipient.
The APCO Geopolitical Radar - Q3 2024 The Global Operating Environment for Bu...APCO
The Radar reflects input from APCO’s teams located around the world. It distils a host of interconnected events and trends into insights to inform operational and strategic decisions. Issues covered in this edition include:
Discover innovative uses of Revit in urban planning and design, enhancing city landscapes with advanced architectural solutions. Understand how architectural firms are using Revit to transform how processes and outcomes within urban planning and design fields look. They are supplementing work and putting in value through speed and imagination that the architects and planners are placing into composing progressive urban areas that are not only colorful but also pragmatic.
[To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
This PowerPoint compilation offers a comprehensive overview of 20 leading innovation management frameworks and methodologies, selected for their broad applicability across various industries and organizational contexts. These frameworks are valuable resources for a wide range of users, including business professionals, educators, and consultants.
Each framework is presented with visually engaging diagrams and templates, ensuring the content is both informative and appealing. While this compilation is thorough, please note that the slides are intended as supplementary resources and may not be sufficient for standalone instructional purposes.
This compilation is ideal for anyone looking to enhance their understanding of innovation management and drive meaningful change within their organization. Whether you aim to improve product development processes, enhance customer experiences, or drive digital transformation, these frameworks offer valuable insights and tools to help you achieve your goals.
INCLUDED FRAMEWORKS/MODELS:
1. Stanford’s Design Thinking
2. IDEO’s Human-Centered Design
3. Strategyzer’s Business Model Innovation
4. Lean Startup Methodology
5. Agile Innovation Framework
6. Doblin’s Ten Types of Innovation
7. McKinsey’s Three Horizons of Growth
8. Customer Journey Map
9. Christensen’s Disruptive Innovation Theory
10. Blue Ocean Strategy
11. Strategyn’s Jobs-To-Be-Done (JTBD) Framework with Job Map
12. Design Sprint Framework
13. The Double Diamond
14. Lean Six Sigma DMAIC
15. TRIZ Problem-Solving Framework
16. Edward de Bono’s Six Thinking Hats
17. Stage-Gate Model
18. Toyota’s Six Steps of Kaizen
19. Microsoft’s Digital Transformation Framework
20. Design for Six Sigma (DFSS)
To download this presentation, visit:
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Ellen Burstyn: From Detroit Dreamer to Hollywood Legend | CIO Women MagazineCIOWomenMagazine
In this article, we will dive into the extraordinary life of Ellen Burstyn, where the curtains rise on a story that's far more attractive than any script.
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Profiles of Iconic Fashion Personalities.pdfTTop Threads
The fashion industry is dynamic and ever-changing, continuously sculpted by trailblazing visionaries who challenge norms and redefine beauty. This document delves into the profiles of some of the most iconic fashion personalities whose impact has left a lasting impression on the industry. From timeless designers to modern-day influencers, each individual has uniquely woven their thread into the rich fabric of fashion history, contributing to its ongoing evolution.
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Explore the details in our newly released product manual, which showcases NEWNTIDE's advanced heat pump technologies. Delve into our energy-efficient and eco-friendly solutions tailored for diverse global markets.
Industrial Tech SW: Category Renewal and CreationChristian Dahlen
Every industrial revolution has created a new set of categories and a new set of players.
Multiple new technologies have emerged, but Samsara and C3.ai are only two companies which have gone public so far.
Manufacturing startups constitute the largest pipeline share of unicorns and IPO candidates in the SF Bay Area, and software startups dominate in Germany.
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Dive into this presentation and learn about the ways in which you can buy an engagement ring. This guide will help you choose the perfect engagement rings for women.
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1. The 5 Most Costly Labour Mistakes… And How To Avoid Them This FREE presentation shows you exactly how you can Say “You're Fired”...and Make it Stick!
2. It's urgent that you watch this entire presentation...RIGHT NOW. You’ll see why...
3. Hi, my name's Rachel Paterson. I'm the Business Publisher at Fleet Street Publications. Today, I’m going to reveal...
4. How just 1 day's absence could be costing you 3 days' salary When you don’t have to pay for leave
5. How you can make your employment contracts work for you 100% of the time
6. When you don't have to pay for overtime And...how to safely say “You're fired!” and make it stick
7. As you know, labour legislation is one of the biggest challenges facing you and your business.
9. You have to quickly adapt your polices and change the way you do things to comply.
10. It's for exactly these reasons that we developed the Labour Law for Managers Loose Leaf service.
11. It's a hands-on guide to labour law. And it's written in layman's terms to help you protect your business and stay on the right side of the law.
12. Simply follow the step-by-step instructions and sample forms. That way you'll always be sure you're doing things 100% correctly .
13. Take Mr Pelzer of Service Master Cape for example. He had this to say about the Labour Law for Managers:
14. “ The Labour Law for Managers is definitely the best material we have used at our pottery factory in Nigel. We started a pottery business and we worked on the information in this book.
15. When the Department of Labour visited we passed with flying colours because we had every detail in place. Thank you again for this information.”
16. We have over 25 professional legal experts who serve on our specialist panel of writers.
17. These experts include Senior commissioners from the CCMA and even acting Judges at the Labour court!
18. I'll tell you a bit more about them in a few minutes...but first...
20. In a recent survey it was estimated that SA business loses around R12 billion a year because of absenteeism. R2.2 billion is attributed to HIV/Aids.
21. But the survey also indicated that the cost of this absenteeism isn't limited to the employee's salary for that day... it can actually add up to 3 times that when you factor in the hidden costs such as hiring a temp and so on!
30. Cause 1: lack of clear standards and policies for absenteeism. What should you do about this?
31. Solution: Set standards that tell employees how much you’ll tolerate absenteeism and when you’ll start investigating people.
32. Publish regular lists of the rate of absenteeism in your business per department or division with an indication of what this is costing the business.
33. Cause 2: Boredom on the job or lack of job satisfaction.
34. Solution : Conduct regular reviews with your staff to gauge their level of job satisfaction.
35. If you pick up problems then take steps. Discuss it with the employee, and find solutions.
36. Cause 3: Transport problems. Solution: You can investigate with the employee what alternative transport arrangements can be made,
37. so he can get to work on time and isn’t tempted to stay away from work when he experiences transport difficulties.
38. Cause 4: Inadequate leadership and poor supervision by management
39. Solution: Make sure your managers and supervisors know it’s part of their job to manage absenteeism levels.
40. Write this into their job descriptions and make it a performance criteria on which they are reviewed.
57. Notify your staff that you won’t accept medical certificates in the future unless they include this information.
58. This checklist is one of the 62 checklists included in the Labour law for Managers Loose leaf service.
59. If your method to reduce the absenteeism hasn’t worked – Can you dismiss?
60. In the Labour Law for Managers you’ll find out exactly how to discipline for 12 different categories of offences and how to dismiss by the book .
61. You can use all the checklists and dismissal processes free for 14 days...
62. Plus you can send us a simple labour query and get our experts advice direct to your inbox .
63. Here's some advice our panel of experts gave about leave to our subscribers
64. Our subscriber asked... I run a small operation and can’t afford to pay employees who take sick leave consistently. When do I not have to pay sick leave ?
65. An employee is entitled to 30 days’ paid sick leave if he works five days a week, and 36 days’ paid sick leave if he works six days a week, per 3-year cycle.
66. You don’t have to pay an employee for sick leave if he’s exceeded his quota or if the period of absence is longer than two consecutive days.
67. Or if he's been absent on more than two occasions during an eight-week period, unless he gives you a valid medical certificate from a registered medical practitioner.
69. Question: I have an employee that takes two days’ sick leave every month on various days of the week.
70. She produces a doctor’s note, but we’d like to know if there is anything we can do to break this trend.
71. Answer: You would need to investigate whether the employee is in fact ill.
72. If she isn’t and the doctor’s notes are forged or fraudulent, you can take disciplinary action.
73. You could ask her to submit herself to a medical examination by a company doctor or doctor of your choice. This often acts as a deterrent for future ‘illness’.
74. You must also warn your employee this is now becoming a habitual problem, which could lead to disciplinary action or, if it is affecting your business requirements, an incapacity process.
75. Question: When must you deduct public holidays from annual leave?
76. When calculating employees' leave allowance this subscriber noticed Christmas Day and New Year's Day fell on a Saturday.
77. His employees work a five-day week and are entitled to 20 working days’ leave.
78. Does he add the two extra days to their leave entitlement or do they lose out, as these public holidays fall on a weekend?
79. Answer: If your staff work a five-day week and receive 20 working days, Christmas Day and New Year’s Day wouldn’t affect their leave entitlement.
80. The only time it would affect their leave is if the public holiday fell on a working day (Monday-Friday). In this case you wouldn’t deduct this day from their entitlement.
82. Question: According to the BCEA family responsibility leave covers a child's illness. Is there any rule about how old the child must be?
83. Can I grant family responsibility leave to a parent to take her child, who is over 21, to the hospital?
84. Answer: The BCEA defines a “child” as a person under 18. So, you don’t have to grant family responsibility leave if a child over 18 is sick.
85. In the Labour Law for Managers we also answer questions like...
86. • If your company closes over Christmas can you make it mandatory to take leave over that period? • Who pays for sick leave when an employee is injured on the job?
87. • Do employees lose their accumulated annual leave when they go on maternity leave?
88. • What annual leave can you grant to part-time employees?
89. • How much sick leave are employees entitled to in their first six months of employment?
90. • Must you accept medical certificates from traditional healers?
91. • Are males entitled to paternity leave when their children are born?
92. • Can an employee carry over family responsibility to the next leave cycle? • When must an employee on maternity leave return to work?
93. • Is an employee entitled to maternity leave if she has a miscarriage?
94. With the Labour Law for Managers loose leaf service you can use our Labour Helpdesk at any time.
95. You simply email us your question and our panel of experts will email you back.
96. Make sure your employment contracts work to your advantage
97. You must give your employees, in writing, the terms and conditions of their employment.
98. This document can take the form of a letter of appointment, or you can create a more formal contract of employment.
99. The format doesn’t matter it’s the content that’s important!
100. Get your employee to sign the document as this will avoid disputes about whether or not it was given and what it contains.
101. Give your employee the document when he starts employment and keep the document for at least three years after the employment relationship terminates.
102. Remember, you must also update this employment document and provide the employee with a new copy when...
103. • The law changes • You and your employee agree to changes in the terms and conditions
104. • You increase the employee’s pay or benefits (this you could do in a supplementary letter).
105. TIP: Better late than never! If you haven't got these in order, it's not too late!
106. Check all your personnel records and draw up the employment documents now.
107. Even if your employees have been working for you for years!
109. This law applies to you if your employees are temporary or part-time. And even if they...
110. • Have a fixed employment period • Only work one day a week • Only work every weekend • Only work half day.
111. Anyone who qualifies as an employee should receive this document from you.
112. 3 easy steps to protect yourself from legal comebacks
113. The South African labour laws offer your employees protection, but they also allow you a degree of flexibility in what you agree with your employee.
114. Be proactive and protect yourself! Take these three steps today...
115. 1. Design an employment agreement (whether it’s in the form of a contract or a letter) that complies with the law, but fits with your business requirements.
116. 2. Make it a requirement for the selected job applicant to sign the contract BEFORE commencing employment
117. 3. Explain (with the aid of an interpreter if necessary) the contents of the contract to the employee/ applicant in a language he understands. Remember: this is required by law.
118. To make it easier for you, you'll find these 4 sample contracts in the Labour Law for Managers Loose leaf :
119. 1. A contract of permanent employment 2. A fixed-term contract 3. A contractor agreement 4. A contract for an ‘occasional worker’
120. There are 17 vital elements that must be communicated in the employment contract.
121. And you can protect yourself further by including another 9 vital points in your contracts... The Labour Law for Managers Loose leaf tells you exactly what they are.
124. • The A-Z of disciplinary hearings: investigation, notification, preparation, suspension, evidence, legal representation and more
125. • How to deal with probation effectively and legally • All your questions answered about leave
126. • How to reduce absenteeism and deal with deserters • 17 clauses you must have in your employment contracts
127. • How to implement a disciplinary process that increases performance and not litigation.
128. • Sample warnings , codes of conduct, levels of offence, types of discipline, sample policies and more
129. • Step-by-step instructions on how to conduct yourself at conciliation and arbitration to emerge successful • What your rights are as a manager with regard to employee privacy
130. • What you can and can’t ask in an interview • The legal dos and don’ts when advertising for a position • Designing a recruitment and selection policy
131. • How to carry out a legal retrenchment so you don’t end up spending lots of time and money defending your case in court (and perhaps ending up worse off despite the savings you achieved by reducing staff)
132. • Your 6-step employment equity plan • A simple guide to completing your employment equity report
133. • What to do when a grievance is reported • How to deal with trade unions
134. • How to prevent and prepare for strikes , as well as deal with strike misconduct • Bargaining council, CCMA, SETA and Department of Labour contact details
137. Dimension Data Ernst & Young Eskom KPMG Law Society of South Africa Legal Aid Board Legal wise Nampak Nashua Old Mutual Pick n’ Pay Sevices Seta Telkom University of Witwatersrand University of Cape Town University of Johannesburg University of Kwazulu Natal
138. How to make the law work for you when it comes to overtime
139. Are you aware of little tricks regarding overtime that can make a big difference to your bottom line? This is your chance to use the law to your advantage...
140. You don’t always have to pay for overtime so why incur the expense?
141. You don’t have to pay all employees overtime. Even if they’re required to and do work overtime.
142. You don’t have to pay overtime to the following categories of employees:
143. 1. Senior managerial employees 2. Sales staff who travel to the premises of customers and who regulate their own hours of work
144. 3. Employees who work less than 24 hours a month for you 4. Employees who earn more than R149 736 per year
145. Warning! Despite what the BCEA says, if you’ve agreed in your employment contract to pay overtime, you’re bound by your agreement!
146. Be careful of saying that overtime will be paid, because if an employee receives salary increases he ends up earning more than R149 736 per year.
147. TIP Write the following clause into your employment contracts: “ Currently employees who earn less than R149 736 per year must be paid for overtime worked...
148. If at any stage during your employment your remuneration is increased so that you fall outside this threshold, you will no longer be paid for overtime worked, although you will still be obliged to work overtime as and when required.”
150. You can agree with your employee to give her time off in lieu of payment for overtime that she’s worked.
151. To take advantage of this option you need to provide for it in your employment contracts.
152. TIP Write the following clause into your employment contracts: “ You agree that, at our discretion, you may be granted time off in lieu of payment for overtime worked.
153. Time off will be granted as agreed with your supervisor/manager but within (up to 12) months of your becoming entitled to the time off.”
155. You must pay your employee (who is entitled to be paid for overtime) at least one and a half times his wage for the overtime worked.
156. If the overtime is on a Sunday, you must pay double his normal wage for each hour worked UNLESS Sunday is an ordinary day for him. In this case you must pay him at least one and a half times his wage for each hour worked.
157. In the Labour Law for Managers Loose leaf you’ll also find out:
158. • The maximum amount of overtime an employee may work • When night work is allowed; and • How to pay employees who work on public holidays
159. 8 reasons why you should order the Labour Law for Managers today and take advantage of our free 14-day trial period
160. 1. We’ll keep you informed and 100% up-to-date with labour law. The Labour Law for Managers Loose leaf is constantly monitored and updated.
161. You’ll receive updates on a regular basis when any labour laws change or important judgements are handed down by the courts.
162. Our experts will give you simple and practical interpretations of any new legislation and cases so you know what the changes mean for you.
163. We’ll also cover any new topics and issues that have never been discussed before.
164. Thanks to the Loose leaf you’ll never be surprised by any amendment and you’ll stay on the cutting edge of labour!
165. 2. You can rely on the opinions and tips given by our 28 labour experts
166. Who better to advise you than attorneys, advocates and consultants who have decades of experience helping employers from a multitude of industries?
167. Our authors are top class labour experts who have spent days and months at the CCMA and in the labour courts – some as Commissioners and Judges !
168. What’s more, each piece of information is verified by TWO independent consultants so you can rely 100% on the quality of advice given.
169. 3. If you have any labour questions you can always email our experts – for FREE!
170. I mentioned our Labour Helpdesk earlier. As a paid-up subscriber, you can email basic queries to our panel of experts, and receive an answer within 72 hours.
171. This service alone can save you thousands in lawyer’s fees . And you get it free with your subscription.
172. 4. Our sample contracts, letters, policies and forms will save you time and money With the handbook you get:
173.
174.
175.
176. 5. Practical tools and simple guidelines make applying labour laws in your company fast and easy All the information is clear and easy-to-follow.
177. • Step-by-step instructions take you through every stage of compulsory legal procedures
178. • Checklists make sure you haven’t forgotten anything
179. • Real life examples give you a clear picture of what to do in particular scenarios you encounter on a daily basis
180. 6. Stay on top of important deadlines with our FREE email newsletter
181. You’ll receive the daily Labour Bulletin as part of your subscription to update you on important labour dates and events.
182. You can also read other subscribers’ questions answered by our panel of experts.
183. 7. You'll get a gift that's yours to keep… a brilliant little booklet called Say “You’re fired!” And Make It Stick!
184. Act quickly to automatically receive this free booklet worth R99...
185.
186.
187. Order your copy of the Labour Law for Managers Looseleaf service for a 14-day trial period and check for yourself how useful it is...
188. After these 14 days you can continue to use it by simply paying the invoice sent with the handbook. Or, return it to us and we’ll destroy the bill.
189. 80% of the disputes referred to the CCMA relate to unfair dismissal!
190. If you have to dismiss an employee you need to make sure you do it fairly so you won’t be taken to the CCMA or, if you are, you have a reasonable chance of defending your decision.
191. To avoid this ask these 2 key questions before disciplining:
192. 1. Has the employee disobeyed a company standard, rule, instruction, code or policy that was communicated to him or that he should have known about?
193. 2. Did the employee know/should have known that his conduct or behaviour was wrong/unacceptable?
194. When you take disciplinary action you must make sure it’s:
195. • appropriate in relation to how serious the misconduct is; and • consistent with how you have treated similar misconduct in the past.
196. Many cases are lost at the CCMA because of the way the employer has formulated the allegations
197. It’s very important to accurately describe what you say your employee has done wrong.
198. You must also do it in a way that the employee will understand – he needs to know exactly what he is supposed to have done wrong otherwise he can’t prepare a defence.
200. TIP Don’t get lost by trying to find a technical name or description for what the employee has done wrong.
201. You might just pick the wrong technical term (such as fraud) and then lose the case because you don’t prove the employee was guilty of that offence, even though he might have been guilty of another form of dishonesty.
202. TIP Rather describe in simple straightforward words what you say your employee has done. For example...
203. It’s alleged that you failed to come to work for five days from 5 to 10 November without asking permission from your manager to be absent and without handing in a doctor’s certificate to show that you were too sick to come to work.
204. Don’t just say: unauthorised absence from work – this doesn’t tell the employee exactly what you are referring to and doesn’t allow him a proper chance to prepare his defence.
206. 1. Make it clear whether you’re applying a summary dismissal or dismissing on notice.
207. 2. Ensure the payroll department has this information and processes the dismissal with the required pay to the dismissed employee, i.e. payment up to the date of dismissal and accrued leave pay.
208. 3. Make sure retirement fund withdrawals are processed in accordance with the reason for the dismissal.
209. If the employee owes money to the company, payroll should check whether this can be deducted from monies owing to the employee
210. 4. Give the employee a certificate of service.
211. The discipline and dismissal section in the Labour Law for Managers includes...
212. • A sample of a written warning • A sample disciplinary policy • A sample code of conduct • 4 more checklists
213. Plus information on... • How to issue warnings • How to avoid the most common mistakes that lead to unfair dismissal
214. • Appropriate sanctions for different types of offences • Different ways to discipline your employees
215. • 6 key elements of an effective and legally complainant disciplinary hearing • The latest on legal representation at hearings
216. • How to prepare for a hearing • 9 steps of a procedurally correct hearing
217. And you don't want to miss two chapters on the CCMA , where we show you how to succeed at conciliation and arbitration.
218. Order your copy of the Labour law for Managers for a free 14-day trial period NOW and get all the practical tools to pre-empt a labour crises at your fingertips!
228. Your communication systems are central to the effectiveness of your business, but the use of the Internet has become a huge problem, with many employees abusing this business tool.
229. This could cost you thousands of rands in lost working time! This abuse can also damage your systems.
230. Because of the legal protection of an employee’s right to privacy and the provisions of the Regulation of Interception of Communications and Provision of Communication-related Information Act, 70 of 2002 (RICA),
231. you need to tread very warily when you try to manage use of your e-communications system.
232. There are actions you can take, which we cover in the chapter on privacy, to monitor your employees’ use of email and the Internet.
234. Step #1: Get written consent from your employees to monitor all communications including e-mails and use of the Internet.
235. Then you can gather the facts to prove who is abusing the system.
236. Step #2 : If you can’t get express consent (for example, in an employment contract) then you must implement a communications policy that informs employees in writing that their e-mail may be monitored.
237. Checklist: Make these 3 things clear in your communications policy:
239. 2. State that limited private use is allowed; but make it clear that things like pornographic or other offensive images or, for example, attachments above a certain size, will not be allowed .
240. 3. Tell employees that their e-mail may be monitored and they can’t rely on the argument that there has been a breach of privacy.
241. We’ll make sure you’re aware of the current privacy laws and updated on the new Protection of Personal Information Act when it comes into effect...including:
242. • What sample clauses to include in your employment contracts • How to draw up your new communications policy
243. • What you must prove to monitor your employees’ communication • What you can legally do to protect your business interests
246. You can’t afford to have employees whose performance isn’t up to scratch.
247. Poor performers can cost your business a packet, not just because of the poor service they render and the mistakes they make, but because it inevitably takes up a significant portion of your management time to deal with them.
249. Find out how to deal effectively with poor performers so that if they have what it takes you get them to the point where they can make a valuable contribution to the business.
250. If you have to fire them, don’t do it wrong and land up in the CCMA on the losing end.
251. 10 things you must do before you dismiss an employee for not performing
252. 1. Set performance standards. 2. Communicate those performance standards to your employee/s.
253. 3. Evaluate your employee’s performance 4. Make sure you have given sufficient instruction on the tasks you require him to do and how you want them done.
254. 5. Provide the training the employee needs to perform. 6. Provide guidance along the way on how to meet the standard, as the employee seeks to improve.
255. 7. Counsel your employee on his poor performance. 8. Give your employee a fair opportunity to meet the required performance standard.
256. 9. Only consider dismissal if you have exhausted reasonable ways of getting the employee to improve to the required standard.
258. We’ll show you how to manage performance proactively in the Labour Law for Managers Loose leaf plus...
259. • Find out how you may and may not treat probationary employees • And what to do if performance slides after probation expires
260. • 6 questions that must be answered at a poor performance hearing.
261. Order your copy of the Labour Law for Managers today to review free for 14 days! 25 000 copies sold!
262. You pay nothing upfront . Just let me know where to send it, and we’ll rush it to your address. Take 14 days to use the handbook.
263. You’ll receive: • Invaluable advice about how to avoid costly labour fees and protect your rights as a manager
264. • Legally-sound tips, recommendations and information, checked by 2 independent consultants
265. • 500 pages of practical information with every section containing: – Hands-on labour advice in plain English with no legalese – Step-by-step instructions – Checklists to make sure you haven’t forgotten anything
266. – Templates and sample forms to complete all your documentation 100% correctly – Many easily understandable examples
267. • Confidence that your handbook is always up-to-date:
268. We’ll send you regular updates, priced at R1.97 per page, covering changes in law, the latest judgements and new issues (each update is approximately 100 pages).
269. • Unlimited permission to copy all sample forms and contracts as long as you have purchased the handbook.
270. Plus you'll get 3 additional free services for subscribers:
271. 1. A Labour Helpdesk available to all paid up subscribers, where we answer your quick labour questions by email
272. 2. An information archive where you can access all our past articles online
273. 3. A daily email newsletter , the Labour Bulletin, which will keep you up to date on any labour changes and informed of any deadline dates and important labour information.
274. Plus an extra FREE gift if you order now . When you order the Labour Law for Managers Loose leaf you’ll receive Say “You’re fired!” and Make it Stick worth R99
276. Our Guarantee to you We firmly believe the Labour Law for Managers loose leaf service will more then repay the cost. If you aren’t satisfied for any reason simply return it to is within 14 days and we’ll destroy the bill.
277. Order your copy of the Labour Law for Managers Loose leaf NOW ! Visit www.labourlawhandbook.co.za