It has been widely accepted by the Labour Court and the CCMA that polygraph testing in the workplace is highly contentious and the admissibility of its results remains debateable. Does this mean that an employer cannot use polygraph testing?

Are you searching the person, property and/or vehicles of your employees while on and/or leaving the premises of the workplace? Have the employees given their consent to such searches? Do you have certain terms in place regarding who is allowed to search who?

The amended Employment Equity (EE) Act of 1998 will empower the Employment and Labour Minister to regulate sector specific EE targets and to regulate compliance criteria to issue an EE Compliance Certificate in terms of Section 53 of the EE Act. The amended Act will come into force on 1 September 2023. Employers, who will no longer be defined as a designated employer, can apply to deregister from the EE Public Register.

It has often been stated that it is more important to appoint employees who suit the culture of an organization than to employ extraordinary candidates who do not amalgamate with their team members. In theory, this concept both: (i) Makes sense, and (ii) Seems desirable. Unfortunately, applying this in practice is often easier said than done.

In October 2019 the Compensation Fund (CF) introduced an online platform, CompEasy, that should be used by employers to do an online submission if an employee gets injured on duty. Due to the registration process, it is very important to register with the Department of Labour and on the CompEasy platform prior to the unfortunate event that an employee gets injured.

All employers must take steps to promote equal opportunity and to eliminate unfair discrimination in any employment policy or practice. If you are a designated employer, you have additional responsibilities.

During October 2019 the Compensation Fund (CF) introduced a new online platform which requires of each Employer to register as a User on the CompEasy system. If you are an Employer, get registered.

All employers must take steps to promote equal opportunity and to eliminate unfair discrimination in any employment policy or practice. If you are a designated employer, you must report on your progress regarding Employment Equity.

Ons word toenemend bewus van die behoefte aan kundige kennis en advies aan veral vrouens, in ‘n tyd waar al hoe meer vrouens selfstandig moet kan besluit oor hul finansiële welstand en onafhanklikheid, hetsy as enkellopende of getroude vrouens, ma’s, versorgers, eggenotes, entrepeneurs en tuisteskeppers.

In ons dag tot dag gesprekke met kliënte, kollegas, vriende en familie word ons toenemend bewus van die behoefte onder vrouens om ingelig te wees en bemagtig te word ten opsigte van finansiële vryheid en onafhanklikheid. Tydens ons Vrouedag byeenkoms gaan ons hierdie temas bespreek.