subject: New Labour Legislation In South Africa [print this page] The new labour legislation which is to come into effect indicates, inter alia, more protection for employees, vulnerable employees and employees working on a contract basis.
It has therefore become imperative to consider revisiting your contracts with your current employees for the sake of continuity & consistency. It is essential to keep in mind that any differentiation that exists between permanent employees & contract employees should be proven & substantiated.
With UHRD it is not a problem our project contract system allows for the Client to employ on client demand or more simply put, employ for a project period which can be determined, even renewed, based on client needs, or terminated fairly & legally.
The other alternative is fixed term contracts which stipulate a specific period of employment. This can become a problem later, especially when the appointed employee on the fixed term contract cannot perform his / her duties and as a result, his / her services are bound to be terminated, due to incapacity.
So....... what is the solution then?
With UHRD, permanent contracts as an alternative are not in any way a problem. A Permanent Contract is not at all a labour risk and does not put any pressure on our Clients, nor is it any kind of detriment to our Clients.
How can that be possible?
UHRD initiates, plans, facilitates & manages all kinds of contracts meticulously in such a way that any permanent employees human resources are managed correctly, through proper interviewing-, induction- & performance management mechanisms, which are essential in having an eventual portfolio of evidence on each such employee, for the purposes of successfully concluding dismissals, settlement agreements & dispute resolutions.
For any further information please do not hesitate to contact us - we have the practical solutions you have been waiting for.
