Now with ADDED VALUE!
- Submit your questions BEFORE, DURING & AFTER workshops!
- Where? At a venue near you
- Time? 09h00 to 12h30
- Cost? R650 per person (all inclusive)
- Who should attend? Business owners, line managers, HR personnel
Extra:
- Toolkit: Workshop manual
- Tea/coffee & snacks will be served
Basic Conditions of Employment
Professor Barney Jordaan / Mr Craig Bosch of Maserumule Consulting (Pty) Ltd / CCMA
True answers to “grey” areas in the BCEA – consider the following:
True or false?
• Leave not taken may be forfeited
• A resignation must be in writing
• A contract must be in writing to be valid
• A “casual” has fewer rights than a permanent employee, e.g. does not have to be paid extra for work on a public holiday
• Employees may be paid a flat rate inclusive of overtime pay, sick leave, etc.
• Collective agreements can replace provisions of the BCEA
• An employer can insist on a medical certificate even if an employee is absent for less than 3 days
• When an employee is sick, you can insist that the employee sees a company doctor
• If an employee falls ill during annual leave, the annual leave entitlement must be extended
• Doctors’ visits before maternity must be regarded as sick leave
• Absence due to an injury on duty is regarded as sick leave
• A fixed term employee is only entitled to proportionate sick leave (not the entire 3 year cycle)
• You may deduct an overpayment from the employee’s salary without consent
• Managers can be required to work overtime, on Sundays and public holidays without receiving any additional pay
• Hours of work can be changed after reasonable consultation with employees
• Employers have to recognize religious holidays that are not official public holidays
• An employer may not compel employees to take leave between Christmas and New Year
• If an employee resigns, the employer may insist that the employee takes outstanding leave during the notice period
• When an employee resigns or is dismissed an employer may deduct outstanding debts from payments due to the employee
• Annual leave accrues during maternity leave
• Common law partners must be recognized for the purposes of family responsibility leave
• One cannot contract out of the BCEA
• Sectoral determinations and bargaining council agreements replace the provisions of the BCEA
