INFORMATION ABOUT REMUNERATION!

By Teboho Sekhosana

 INFORNMATION ABOUT REMUNERATION!


1. Mandatory Pay Slip Information(Section 33)

When an employee is paid, the employer must provide a written statement(a pay slip) containing specific details.

    (a) The employee's name and occupation

    (b) The employee's rate of remuneration and the total amount of remuneration.

    (c) The amount of any deduction made

    (d) The amount actually paid to the employee.

    (e) Details of hours worked, including:

          . The number of ordinary hours worked by the employee during the payment period.

          . The number of overtime hours worked

          . The number of hours worked on a Sunday or public holiday


 2. Rules for Deductions from Remuneration(Section 34)

An employer generally cannot make any deductions from an employee's pay unless certain conditions are met:

     (a) Permitted Deductions: Deductions are only allowed if they are required or permitted by law(like taxes or UIF contributions), a collective agreement, or a court order.

     (b) Agreement-Based Deductions: Deductions may also be made if the employee has agreed to the deductions in writing.


Special Rules for Damage or Loss

An employer can only deduct an amount for damage or loss caused by the employee (e.g., damaged property or stock loss) if:

     (a) The employee has been given a fair opportunity to show why the deduction should not be made.

     (b) The total amount of the debt does not exceed the actual amount of the loss or damage


Rules for Benefit Fund Deductions

If an employer deducts money from an employee's pay for a benefit fund (such as a pension, provident, retirement, or medical fund):

    (a) The employer must pay the amount to the fund within seven days after the deduction was made.

    (b) Failure to do so is a serious offense.


3. Prohibition on Requiring Payments to Employer

An employer may not require or permit an employee to repay remuneration.

    (a) The only exception is for overpayments made by the employer, which result from an error in calculating the employee's remuneration. In such a case, the employer must get the employee to acknowledge the amount owed in writing.


By

Teboho Sekhosana

Director: SEKHOSANA TT LABOUR CONSULTANCY

084 436 1494  / 063 039 4468

sekhosanattlabourconsultancyla@gmail.com

My name is Teboho Sekhosana I'm an ex Numsa Shopsteward trained in Grievance and Case Handling. Political activists who has had a privilege to spend time in South America(Venezuela)

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