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Basic Conditions Of Employment

Leave Management and Absenteeism

Keep track for absenteeism with pay Solutions cloud-based Leave Management system

Would it surprise you to know that the average cost of employee absence from work result to an equivalent of 35% of your employee’s salaries? The net cost of absenteeism in terms of productivity is 19%, according to a study conducted by MERCER. Statistics South Africa estimates that the cost of absenteeism amounts to roughly 12 billion rand per year. In a market that is taking particular strain under the current economic conditions, high rates of absenteeism can cost your company financially as well as through lowered productivity, be it a small company, medium business or a large corporate organisation. While the cost of absenteeism and the corresponding loss of production can be quantified, the issue around how to manage leave and absenteeism within your company is less measureable. With the inevitable split between HR departments and systems and those of payroll, within many organisations, calculating the cost of leave management is an area which is particularly affected as a result.

Paternity Leave, Surrogacy and Adoption leave

Paternity Leave, Surrogacy and Adoption Leave Explained

The Basic Conditions of Employment Act (BCEA), section 27 thereof, provides for three days’ family responsibility leave for employees when their child is born. Should they require more time they have the option of taking annual leave, in addition to their three days’ family responsibility leave entitlement (per leave cycle). The family responsibility leave for when a child is born, however, is only applicable to employees who have been employed for at least 4 months and who work at least 4 days a week for the same employer. The BCEA currently does not make any provision for paternity leave as such, neither does it make provision for leave in cases of adoption or surrogacy.

DOMESTIC WAGES 2018 INCREASE – Effective 1st January 2018

DOMESTIC WAGES 2018 INCREASE

http://www.labour.gov.za/DOL/downloads/legislation/sectoral-determinations/basic-conditions-of-employment/domesticwages_2017.pdf

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

IMPORTANT NOTICE:

The Government Printing works will not be held responsible for any errors That might occur due to the submission of incomplete/incorrect/illegible copy. No future queries will be handled in connection with the above.

Government notices • GoewermentskennisGewinGs

Labour, Department of/ Arbeid, Departement van

National Minimum Wage Developments

National Minimum Wage

November 2017 has seen some exciting developments regarding the National Minimum Wage. Cabinet has approved the National Minimum Wage Bill, Basic Conditions of Employment Amendment Bill as well as the Labour Relations Amendment Bill. The Bills have been Gazetted, and open for public comment before being signed off by the President.

New commission to review National Minimum Wage – Department of Labour

The Minister of Labour will establish a new commission to review the National Minimum Wage (NMW), said Department of Labour Director: Employment Standards, Stephen Rathai on Friday at the Tropicana Hotel in Durban, KwaZulu-Natal.

Rathai said the Minister of Labour will establish a new commission that will take over the functions of the Employment Conditions Commission as far as the expected annual adjustment of the national minimum wage is concerned.
“The Commission will comprise of three members each from labour, business and community, an independent Chairperson as well as three independent experts whereas the Department of Labour will provide the secretariat“, he said.
Rathai was addressing the Department briefing session on the implementation of the NMW and amendments to labour legislation.

Importance of Employee Payslips

Employee Payslips

Employee Payslips are formal confirmation that employers are legally bound to provide to an employee at the end of a pay period, which details the amount of pay accrued to the employee for the period, any company specific deductions and contributions, any obligatory statutory deductions and of course the tax that was due on those earnings for that period.

Employers must be reminded that employee payslips are a legal requirement when it comes to the provision of an actual payslip and even more importantly, what needs to be visible in the payslip.