News

South African Engineers’ and Founders’ Association

18 September 2019

Below please find a draft Government notice relating to the above which has been published for comment. You will note that the number of new proposed classes has been significantly reduced with new assessment rates for each. Most SAEFA companies will fall under Paragraph 3.12 of the schedule: Restructured Cluster L. 

Companies wishing to comment are requested to email these to me by no later than Monday 23 September 2019.

Draft Regulation on Employers Assesment Model

20 June 2019

SEIFSA have recently been advertising a training session about their wage agreement with the unions. In it they trumpet the phrase: “If not the Main Agreement - then what else?”.

They are charging over R3,000 for the session for non-members, bearing in mind that if one is not a SEIFSA member then their agreement doesn’t apply to you anyway. Further, the SEIFSA-NUMSA wage agreement reached in mid-2017 has not been extended to the rest of the industry, so it cannot be called a “Main Agreement” at all.  This is despite advertising on their website and via email circulars that the terms and conditions of employment contained in their Main Agreement Handbook are applicable to all employers and employees in the industry.

The SA Engineers and Founders Association (SAEFA) will be hosting sessions on why NOT to be a part of the SEIFSA “Main Agreement”. These sessions will be free of charge and open to anyone in the industry, including SEIFSA members. Sessions will be held on 28 June and 4 July 2019 at the Reading Country Club, 40 Fore Street, Alberton.

Urgent Industry News - Wages July 2019

Booking Form

 

27 August 2019

Business conditions in the sector continue to be abysmal for many companies.  Various economists are of the view that the effects of the global credit crisis have not even yet been fully felt.  This has, unfortunately, put many companies in a position where they now have to contemplate implementing retrenchments.  The retrenchment process is regulated under s189 of the Labour Relations Act and it is imperative that employers who are in this desperate position are au fait with legal requirements.

SAEFA is running a comprehensive training workshop dealing with the intricacies and legalities of implementing retrenchments on 18 September 2019.  For more information or to make a booking, please see the attached.

Retrenchment Workshop Flyer

27 May 2019

Don’t Risk Harsh Penalties for Non-Compliance with the Employment Equity Act

The 17th Commission for Employment Equity Report has led to the Department of Labour adopting a harsher stance on non-compliance with the Employment Equity Act for companies who do not meet the obligations of the Act. Recent proposed amendments to the Act envisage even more draconian sanctions for non-compliance.

The South African Engineers and Founders Association, in partnership with Gordon Angus and Associates, is presenting a one-day workshop on how to deal with your obligations under the Employment Equity Act.

13 August 2019

As you are aware, SAEFA has been mandated to pursue private dispute resolution mechanisms for our members.  To this end, we have concluded arrangements with private, CCMA accredited dispute resolution providers who are prepared to offer a superior, private dispute resolution service at no additional cost.  However, before this service can be implemented, an exemption first needs to be sought and obtained from the MEIBC, a process which is currently underway.  Until such time as we are ready to introduce the private service for members, please be aware of the 4.7% increase in the Dispute Resolution Levy as from 1 August 2019

Please refer to the circular from the MEIBC below:

Circular

14 May 2019

Following the survey conducted at the end of last year, members requested assistance with promoting their products and services. It was decided that a quarterly marketing circular to the membership would be appropriate.

Below please find the advertisements received for your consideration:

BEE123

Calibr8 BEE Solutions

Centrifugal Airconditioning

Donnlee Pump Tech

Impala Bolt & Nut

Metal Technology Engineering

Succession Capital

Succession Capital - Steel Inventory

Tremin

W Fearnehough T/A Zanogen Machine Knives

8 August 2019

Section 185 of the Labour Relations Act gives all employees the right not to be unfairly dismissed.  Yet many employers still make fundamental mistakes when taking corrective action against their employees.  As an employer, there is nothing more frustrating than having to compensate or reinstate an employee who has broken your rules.  The key to successful workplace discipline starts with understanding the principles of progressive discipline and ensuring you know the procedural requirements to ensure fairness. 

SAEFA is running a one-day workshop to guide employers through the discipline provisions of the Labour Relations Act:

Date and Venue 

Wednesday, 21 August 2019, Birchwood Hotel & OR Tambo Conference Centre, Viewpoint Street, Boksburg.  

7 May 2019

The Protection of Personal Information Act 4 of 2013 (PoPI)

The effect PoPI has on your business and how to respect personal information in accordance with the Act.
PoPI ensures the protection of personal information by public and private bodies. It does so by creating thresholds which are to be met by institutions when collecting, processing, storing and sharing personal information and holding such institutions accountable should any personal information be compromised.
 
As businesses are custodians of personal information it is essential to incorporate PoPI into their functioning. This would require meeting the thresholds contained in the Act in its dealings with the personal information of employees, suppliers, vendors and business partners. For many businesses proper compliance with the Act in this way may necessitate that its operations, policies and processes be reviewed and brought in line with the sound business practices as provided for in the Act. Should a business be found to be non-compliant, the Act imposes serious implications which should best be avoided.
 
SAEFA, in association with Gordon Angus and Associates, offers a half-day workshop to guide employers through the legislative requirements and business implications of PoPI.