Draft Code of Good Practice on the Preparation and Implementation of EE Plans
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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The latest SAEFA Workshop: What Does the Employment Equity Act Mean for Your Business?
PLEASE NOTE THAT EEA SUBMISSIONS ARE DUE ON OR BEFORE 1 OCTOBER 2016
The level of understanding of the contents of the Employment Equity Act is generally very poor. Let’s immediately clarify the main reason why the act was brought into being: To remove unfair discrimination and to promote equity in the workplace. Sounds reasonable, doesn’t it? The benefits for the workers are far ranging, but what about for your business?
Effective Workplace Discipline
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.
AMENDMENT TO S13A OF THE PENSION FUNDS ACT
Posted with compliments from SEIFSA
4 August 2016
The Chief Executive Officer / Managing Director
Member companies affiliated to the associations federated to the
Steel and Engineering Industries Federation of Southern Africa
Dear Sir/Madam
AMENDMENT TO S13A OF THE PENSION FUNDS ACT
At its meeting on 1 August 2016, the SEIFSA Board directed that I make member companies aware of recent amendments to the Pension Fund Act that became effective from 28 February 2014. It is vitally important that you company takes note of and/or implements the points noted below:
The latest SAEFA Workshop: Effective Implementation of the Employment Equity Act
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..
MEMBERSHIP SUBSCRIPTION INVOICES FOR 1 JULY 2016 TO 30 JUNE 2017
Please be advised that all SA Engineers and Founders Association members have been invoiced for the current year’s membership subscription during the month of July. Membership fees are made up as follows:
G-20 leaders to create global steel forum
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.
EIPF AND MIPF CONTRIBUTION INCREASE 2016
Please note that, in accordance with the Industry Pension and Provident Fund Collective Agreement, the annual contribution increase programme gazetted on
3 August 2012 and the respective Fund Rules, the contribution rate for both funds increased from 1 July 2016.
The contribution rate for both employees and employers will increase from the current 7.0% to 7.1% of pensionable remuneration. Please ensure that your monthly return for July 2016 reflects this new contribution rate.
Should you have any enquiries, please contact members of staff in the Industrial Relations and Legal Services Division on (011) 298-9400.
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