News

South African Engineers’ and Founders’ Association

Kindly be advised that the Unemployment Insurance Amendment Bill had been passed in the NCOP on 22 November 2016.

In summary, the Bill has the following aspects:

·  Increase UIF benefits from 238 to 365 days.

·  Increase maternity leave benefits to 66%, which will no longer be deducted from the mother’s unemployment insurance benefit.

Government Gazette
30 September 2016
Vol 615
No 40316

 

Please click on the link below to view the document:

http://www.gpwonline.co.za/Gazettes/Gazettes/40316_30-9_Labour.pdf

Any members needing assistance with their Employment Equity needs may contact Gordon on 011 678 0021 or This email address is being protected from spambots. You need JavaScript enabled to view it.

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At the Committee of Principals Meeting held on 20 November 2016, a number of key developments took place. High level feedback is provided below.

Labour Relations Stability

There is significant progress being made on securing of a secret ballot and advisory arbitration. Together with the Code of Good Practice on Collective Bargaining, Industrial Action and Picketing, the Accord of commitments by leadership of constituencies, and other legislative provisions targeted at addressing prolonged and violent strike action these create a strong package of interventions to secure labour relations stability. The texts have gone for final revisions, and will be resubmitted for final approval by the Committee of Principals.

Avoid costly mistakes in your disciplinary processes

Whilst the figures fluctuate from year to year, statistics show that of all the disputes around disciplinary action that are dealt with by the CCMA or bargaining councils, around half are won by employers. This is most often as a direct result of the lack of preparation that is done by the parties before the start of the enquiry. This is not because the parties are lazy, but rather because it is clearly not understood how the disciplinary process works, what is required by law when it comes to applying progressive discipline, poor understanding of the law of evidence and the role of the various participants and various other factors. These mistakes cost member companies hundreds of thousands, if not millions of rand, every year. Nothing is more frustrating to companies than to experience the disappointment of having employees breach workplace rules (in minor or major ways) only to have an arbitrator order compensation, re-employment or reinstatement of those employees because of substantive or procedural unfairness. Running a business is difficult enough without having to constantly pay for mistakes made when you are trying to correct employee behavior.

To view this document please click on the link below:

Carbon Tax Modeling Report - October 2016

Any members needing assistance with their Employment Equity needs may contact Gordon on 011 678 0021 or This email address is being protected from spambots. You need JavaScript enabled to view it..

PLEASE NOTE THAT EEA SUBMISSIONS ARE DUE ON OR BEFORE 1 OCTOBER 2016

To learn more about the Employment Equity Act and its impact on your business, book your place on our training workshop, Effective Implementation of the Employment Equity Act being held on 20 September 2016, or email us to discuss in-house training options. 

Email Gordon for more details: This email address is being protected from spambots. You need JavaScript enabled to view it..    

27 October 2016
By: Gideon du Plessis

It is worth noting that when burning labour relations issues are dealt with at a trade union federation-, business- and at government leadership level, most players at that level have not been involved in labour relations disputes of late, or they have not previously been involved in such disputes but they always claim that a masterly solution had been negotiated. As a result, an agreement is announced with great fanfare in the media, but the next day the labour relations battles rage on in the workplace because that is where labour relations primarily play out.

6 September 2016
By: William James and Kiyoshi Takenaka 

HANGZHOU — Group of 20 (G-20) leaders have pledged to work together to address excess steel capacity that has punished the global industry with low metal prices for years while raising tensions between China and other major producers.

A statement from the White House said that leaders at the G-20 summit in Hangzhou, eastern China, on Monday accepted that overcapacity in steel and other industries was a global issue that required a collective response.