There is no time to delay in preparing yourself for the submission of this years report along with all of the other aspects which need to be taken into account. If you haven’t yet had time to properly implement, you have a small window of opportunity to get your company up to speed and compliant.
Amendments to the Basic Conditions of Employment Act, in November 2018 left both male and female employers excited at the prospect of additional leave for both new moms and dads. For the first time in South Africa, working dads are able to take leave when there is a new baby joining the family. In the past, new dads were restricted to using just the 3 days of Family Responsibility leave when there was a new baby in the family. Once used, there is no further opportunity, until a new leave cycle, for the working father to take leave other than unpaid, if and when the little one is ill or when baby’s mom is in need of assistance with looking after the baby, in the early months. During the first few months, many things can happen with baby which might require working dad’s to take some time off work to help out. So it was with great anticipation that the South African working force awaited the implementation of the new legislation.
Annual Skills Development grant submissions are due for by 30th of April 2019, and the system for all SETA’s is open for capture. In order to claim for funding from the Sectoral Education Training Authority (SETA) a company must submit a Workplace Skills Plan (WSP) together with an Annual Training Report (ATR). The Skills Development arena is fraught with acronyms and difficult to understand terminology. While speaking “SDF” is a skills all of its own, the function of being a SDF is a speciality in itself.
While the term “HR Audit” sounds rather daunting and may leave you feeling cold, the truth is that there are many legislative aspects of your HR and IR environment which, if left unchecked may present a variety of loop-holes which may land you in hot water with the Department of Labour inspectors, who when they descend can send your HR, Finance and Payroll departments into a flurry of activity in order to prepare within painfully short deadlines.
As Employment Equity is well and truly underway, some companies might find themselves scrambling for all of the information that they need for their reports. Documents like the EEA2 contain a vast amount of information which should be updated through the year, on your payroll system. Pay Solutions payroll offers you an HR Management platform which links to your Payroll system which allows you to immediately download completed reports for the Department of labour based on what has been captured in the system and based on the movements of your workforce distribution, which covers recruitment, promotions, terminations and skills development and is offered at the fraction of the cost of other Employment Equity modules provided by some service providers. In addition, you can save on the cost of paying for expensive software upgrades, consultation fees and time wasted waiting for reports to be fixed by your external consultant.
Preparing your Job Profiles and having them updated regularly to keep them accurate and current, can save your company from many potentially costly issues during an employee’s lifecycle with your company. Your employee’s job profiles are the basis of countless HR interventions. From the moment the candidate applies for a position within your company, the job profile can make or break the integrity of the recruitment process. It all starts with you, the employer, having a good understanding of the job functions and the role required for the candidate to successfully execute their duties in your business. A job profile reflects the minimum requirements for a position. These include the required qualifications, experience, knowledge, skills and behavioural competencies. A job profile also contains the main responsibilities of the position. This is the heart of the job profile.