South African Engineers’ and Founders’ Association

Avoid the mistakes which could potentially cost your business hundreds of thousands of Rands.

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. 

All too often, employers are ill prepared when taking disciplinary action against troublesome employees, particularly when it comes to conducting disciplinary enquiries.  Even if you have experienced expert consultants available to chair such enquiries, things will not go your way unless you prepare thoroughly and present a well prepared, structured case to maximize your chances of success.

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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..


The second South African Metal Casting Conference and WFO Technical Forum will be taking place from 14 March to 17 March at Emperors Palace, 64 Jones Road, Kempton Park, Johannesburg.

The Metal Casting Conference(MCC) is hosted by the South African Institute of Foundrymen (SAIF), the Metal Casting Technology Station (UJ MCTS) and the National Foundry Technology Network. The theme of the conference is World Cast in Africa – Innovate for Sustainability. The MCC will be held concurrently with the World Foundry Organization (WFO) Technical Forum and the 7th BRICS Foundry Forum.

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.

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


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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.


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.