Nuts & Bolts of Labour Law
* Early bird discount less 25% p/p and group bookings less 30%, off the normal fee.*
* In-house special rate for up to 12 people – R21,500.00 excl. VAT per day. *
* All discount offers available until 30 March 2020. See details below.*
Book with Total Confidence and save with our Autumn / Winter specials.
As with everybody else, the current COVID-19 outbreak has raised several concerns for us at Norcaz Academy too. We want you to feel totally confident about booking onto our events.
If Norcaz Academy needs to reschedule the event, we will simply roll over your booking to the new dates. If Norcaz Academy is unable to run the event again in the next 12 months, you will be entitled to a full refund. This applies to all recent and will be applicable to new bookings received.
Course fee: R7,750.00 (R8,912.50 incl. VAT) per delegate.
Early bird fee less 25% p/p (R1,937.50) = R5,812.50 (R6,684.37 incl. VAT) for all new registrations received and paid by 30 March 2020.
Group booking for 3 or more delegates less 30% (R2,325.00) p/p = R5,425.00 (R6,238.75 incl. VAT) per delegate for all new registrations received and paid by 30 March 2020.
In-house booking for up to 12 people = R21,500.00 (R24,725.00 incl. 15% VAT) per day x 5 days for all NEW registrations received and paid by 30 March 2020. Terms and Conditions apply.
NUTS & BOLTS OF LABOUR LAW
EVERYTHING YOU NEED TO KNOW ABOUT LABOUR LAW IN SA
PRINCIPLES OF LABOUR RELATED MATTERS
Dismissals, Disciplinary Issues, CCMA & Bargaining Councils
Available on request for in-house groups. Email:firstname.lastname@example.org with your requirements
The aim of these two workshops is to give HR managers, Line managers, Supervisors, Senior Managers, Business Owners and Union officials, a thorough understanding of the South African Labour Law with regard to BCEA and LRA and what they need to know about managing labour related matters in the workplace.
Delegates will gain invaluable hands-on knowledge on how to predict and resolve potential problems in the workplace. They will be able to apply what they have learned effectively without the fear of retribution. This will be achieved by the highest standard of specialised expertise of our facilitator, with practical examples and illustrations.
WHO SHOULD ATTEND?
- Employers / Business Owners
- Senior Managers, Managers, Line Managers
- Labour Law & HR Practitioners
- HR & IR Managers
- Line Managers
- Managers responsible for Staff Discipline
- Union Representatives
This 2-day workshop will deal with the following Labour Law Amendments:
- AMENDMENTS TO THE LABOUR RELATION ACT NO 66 OF 1995
- AMENDMENTS TO THE BASIC CONDITIONS OF EMPLOYMENT ACT NO 75 OF 1997
- AMENDMENTS TO THE EMPLOYMENT EQUITY ACT 55 1998
- PROPOSED EMPLOYMENT SERVICES BILL 2010
AMENDMENTS TO THE LABOUR RELATIONS ACT NO 66 OF 1995
1. LABOUR BROKING:
Propose deletion of section 198: Temporary Employment Services (TES) Regulation of (TES) under the Employment Services Bill 2010 (Addressing Labour Broking)
2. Narrower definition of employer and employee, regardless of the form of contract.
This is an amendment of the principal Act where the presumption who is an employee was only referred to the Labour Relations Ac. Now it will be extended to include any other employment Law.
3. (TES) will be able to place persons in work but will not be able to be the Employer.
REGULATING CONTRACT WORK:
- (Section 200 B) declaring temporary work to be Permanent Unless the employer can Establish a Justification for employment on a fixed term basis.
- (Section 200 C) Liability of Client company in sub-contracting.
- Issues of employees to have recourse against client companies in cases of Unfair Labour Practices.
- (Section 213) Contract of Employment.
B. AMENDMENTS TO THE BASIC CONDITIONS OF EMPLOYMENT ACT NO 75 1997
- Addressing labour broking
- Sectoral Determinations
- Labour Inspectors
- Child Labour
C. AMENDMENTS TO THE EMPLOYMENT EQUITY ACT 55 1998
- Clause 2 of the Bill, Equal pay for work of equal value.
- Clause 3 of the Bill, Psychometric testing. Seeks to amend section 8 of the Act.
- Clause 4 of the Bill, Disputes concerning discrimination. Seeks to amend section 10 of the Act.
- Clause 5 of the Bill, Burden of proof. Seeks to substitute section 11 of the Act.
- Clause 6 of the Bill, Employment Equity Plan. Seeks to amend section 20 of the Act.
D. PROPOSED EMPLOYMENT SERVICES BILL 2010
The Employment Services Bill seeks to provide legal status for employments services after the transfer of skills. The Bill also provides legal status for the Sheltered Employment factories and Productivity in South Africa.
The Bill repositions the Public Employment Services to play an important role in employment preservation and aims to assist employers and workers to adjust to changing labour market conditions.
Provisions of the Bill:
A. Public Employment Services;
B. Private Employment Services;
C. Employment Services Board;
D. Employment growth and productivity.
Public Employment Services
Private Employment Agencies
Employment Growth and Productivity