LABOUR LENS!

  PARTICULARS OF EMPLOYMENT & REMUNERATION( BASIC CONDITIONS OF EMPLOYMENT ACT ,CHAPTER 4) #howtowinaccmacase #howtohandleagrievance #labourlaw #employmentlaw  1. Mandatory Particulars of Employment( Section 29 )    An employer must provide an employee with a written document containing the following key details on the first day of employment:      (a) Full Details: The full name and address of the employer.      (b) Employee Information: The name and occupation of the employee, and a brief description of the work.      (c) Work Location: The place of work, including an indication if the employee is required to work at various places.      (d) Commencement: The date on which employment began.      (e) Hours of Work: The employee's ordinary hours of work and days of work      (f) Remuneration and Overtime:           . The employee's wage o...

  MATERNITY LEAVE RIGHTS UNDER SOUTH AFRICAN LABOUR LAW. #how to win a ccma case, how to file for a grievance, 1. Maternity Leave During and Timing( BCEA )    (a) During: An employee is entitled to at least four consecutive months of maternity leave.    (b) Start Date : Leave can start up to four weeks before the expected date of birth, or on a date determined by a medical practitioner if required for the health of the employee or child.    (c) Post-Birth Restriction: An employee may not work for six weeks  after the birth of her child, unless a medical practitioner certifies her fir to return earlier.    (d) Payment: The BCEA itself does not require the employer to pay the employee during maternity leave. However, the employee is entitled to apply for maternity leave benefits from the Unemployment Insurance Fund(UIF).   2. Protection Against Unfair Dismissal(LRA)     (a) Automatically Unfair Dismis...

  YOUR RIGHTS IN A DISCIPLINARY HEARING : ENSURING PROCEDURAL FAIRNESS ! # how to win a ccma case # how to file a grievance   The video focuses on ensuring an employee is treated fairly throughout the disciplinary process, from receiving notice to presenting a defense. 1. Right to Adequate Notice  The most critical component of a fair process is receiving proper notice of the hearing:    (a) Content Must Be Clear: The notice must clearly state the date, time and venue of the hearing.    (b) Offense Details: The employee must be charged with a specific offense, and the notice must clearly mention the date, place, and nature of the offense.    (c) Time to Prepare: The notice must be given with adequate time for the employee to prepare their defense. Giving short notice (e.g less than 48 hours) may be considered unfair. 2. Right to Object and Challenge If the notice or procedure is unfair, the employee has the right to c...

TOP STRATEGIES FOR EMPLOYEES FACING WORKPLACE ISSUES! 1. Know and Utilize Company Policies    (a) Policies are your Shield: The company's own policies(such as the Disciplinary Code, Grievance Procedure, and company rules) are important documents that outline expected conduct and consequences.    (b) Check Before You Act: Before taking any action or reacting to a workplace event, employees must check the company policy to see what steps are prescribed for the situation. The company cannot easily break its own code. 2. Initiate the Grievance Procedure Correctly If you have an issue with a manager or a condition of employment, you must follow the formal grievance to get it addressed.       (a) Formalize the Complain: You must submit a formal grievance( a written document)       (b) Include All Details: The grievance form must be filled out with detailed information to ensure it is handled correctly. This includes : ...