What We offer


In-House HR support

Set-Up all HR Systems/Department

Job Descriptions for all staff

Company Handbook for all staff
Includes:

  • Vision Statement
  • Mission Statement
  • Leave
  • Salary Deductions
  • Loans
  • Advances
  • Company Values
  • Disciplinary Procedures
  • Working Hours
  • Lunch/Tea Breaks
  • Promotions
  • Employee Benefits
  • Company Property
  • Increases/Bonuses/Incentives

H.R. Policies and Procedures according to S.A. Labour Act

B-BBEE Codes and Scorecard - Plan and Implementation

Employment Contracts

  • Permanent staff
  • Temporary
  • Fixed Term contract
  • Consultants Contract

Retrenchments

COID/WCA = Workman’s compensation

Exit Interviews Confidential

Settlement agreements

Chair Disciplinary Hearings

CCMA Cases

Arbitrations and Bargaining Council

Employment Equity EE Planning and submission [quote]


Employment Equity to the Department of Labour has a dead-line of 15th January. Discrimination must be eliminated unless you are a designation employer, should you have 50 or more workers and/or your annual turnover is more than the amounts mentioned below which is Schedule 4 of the EE Amendment Act.

 
SectorsTotal Annual Turnover
Agriculture
Mining and Quarry
Manufacturing
Electricity, Gas and Water
Construction
Retail, Motor Trade, Repairs and Services
Wholesale Trader, Commercial Agents and Allied Services
Catering Accommodation and other Trade
Transport, Storage and Communications
Finance and Business Services
Community, Special  and Personal Services
R6Million
R22.5Million
R30Million
R30Million
R15Million
R45Million
R75Million
R15Million
R30Million
R30Million
R15Million

 

 

Compliance for Designated Employees to implement Affirmative Action measures, the following process is required.

• Conduct an analysis
• Consult with employees
• Prepare for Employment Equity EE plan
• Report to the Director-General (Labour Department) on progress and plan.
Designated employers will face fines for the contravention and/or non-compliance of the Act.